Salaried vs Hourly Employees, Facebook ads and more! – SBS 67

Small Business show episode number 67 for Wednesday, May 18, 2016. Greetings folks, and welcome to to the Small Business show here at Business Show Co here in Durham, New Hampshire, I'm Dave Hamilton.

And in Lafayette, California, I'm Shannon Jean. How goes it out there, man?

It goes. I'm having a better week this week than last week. It's not fully recovered to baseline yet, but it's better. How about you?

You know, marginal, you know, we're knocking some things out and solving some problems and others, you know, rear their ugly heads. But you just, you power through it and you gotta keep moving and circle back when you need to to solve other things. But moving forward has served me well.

That's the trick.

Yeah, you can't stagnate. You can't sit and focus too long on one issue. You gotta just try tweaking things and seeing how they address the problem and if it doesn't work, try something else.

Yeah, there's a trick to that. And what you said is key, is not over focusing, not obsessing on one thing, because especially when you're a business owner, there's a million things that have to keep happening and it's really easy to lose focus or to have too much focus on one thing and lose sight of everything. So, yeah, that's good advice.

It is, yeah. And you know, tackling problems, one of the things that serves me really well is putting things in perspectives and really being able to, okay, what's, you know, what's the worst case scenario here? Or how do we do this? And not, like you said, not getting overwhelmed with that problem to the point that it kind of, you know, freezes you up from doing other things. And it comes down to that, you know, I always make that comment, you have to be somewhat delusional to be really successful in business. But what I really mean by that is like, like today I have some, you know, massive issues I have to deal with before I get, you know, hey, I gotta go record. And you have to be able to drop those things off your radar for a couple of hours, like to sit down or do this show, which, you know, a big part of doing this show for me is it really energizes me I get to talk to you. We can talk for a while before we go on and what's going on your business, you know, this kind of thing. And you know, we get to hear listener stories, do the interviews and it really charges me up and re. Energizes and you know, keep. Keeps me going forward. But if I was. And believe me, there are times at, you know, an hour before we record where I'm thinking, oh, man, not today, I can't. You know, I did. But you just. You have to, you know, you just keep moving and separate and stepping back from those things. It just, you know, gives you a little distance and also allows you to maybe look at the. That problem a little differently or in a different fashion.

Well, this is. This is what we talked about a couple of weeks ago, where, you know, talking about having those anchors in your day. Right. Where you have to, you know, do something at a certain time or at least have to spend a certain amount of time doing something it can force you to. I mean, we talked about it in terms of efficiency, but, you know, that efficiency kind of spills over into everything else. If you're not. You can spend all day obsessing over a big problem. And. Yeah, of course, you know, and that's one of the reasons that I'm a big fan for myself of doing podcasts with a co host. Because if we, you know, there have. Maybe today's one of those days. I don't know. But if. If either one of us was doing this show alone, it makes it too easy to say, oh, you know what? I can't do a show in an hour. I gotta. I'll just do it tomorrow.

Yeah.

And then what happens is you put out two shows a month instead of four and a half, and now you've got a much bigger problem on your hands because we're not serving you our audience, so.

That's right.

No, the consistency, it's. It's a good thing. Yeah.

Yeah, it is. It is a good thing. It's. It's, you know, holding each other accountable. And, you know, we've talked about partnerships before. You know, I always use that adage, you know, that the two people that go to the gym and when they leave the gym, they hand each other their gym bags.

Yeah.

So, you know, you have to come back, you know, whenever your next time or whatever is. Because you've got the other person's.

Yeah.

Yeah.

You're committed to it.

Yeah, you're committed. And that's a. That's a really good thing. And, you know, for. For me, I. I've just realized lately is one of my issues is I'm spending too much time behind my desk. And for me, just. Just talking to sir, just realizing that is so my. I've got to commit here to get myself out a little bit more and push out into some, you know, even Just walking around or getting out of the office a little bit more and not being behind my desk, solely focused on solving issues and sometimes missing the forest for the trees, so to speak.

Sure, yeah.

Yeah. But it's all good stuff, so. Yeah. So, hey, I posted you, I sent you a little link earlier today. There's some stuff in the news. We had a show, I guess, a couple months ago where we talked about the minimum wage and this $15 an hour push and we had different. We try to be, I mean, we're always coming from a perspective of a small business owner, but you know, trying to be somewhat subjective where you can at least understand the pros, you know, and cons of each side.

Yeah, we actually got a lot of good feedback on that minimum wage episode. So thank you folks for that. Yeah. And actually I feel like I was enlightened by you folks about some things with the minimum wage. I mean, it was actually kind of interesting to see some of these studies that were done that showed that, you know, it did, at least in small areas, it works.

Yeah, that's right. And I think that there's really something to be said for anytime you, you do things like this or the government does, you know, there's always going to be, you know, a segment of the population that's going to, it'll, you know, doom and gloom. It's not going to work, you know, this kind of thing.

Right.

And I think it was a great conversation. It was up on the Facebook page, right?

Yeah, that's right. Yep.

Yeah.

Yeah. I sort of spilled over from the show. That's right.

Yeah. So, you know, if you search, you know, or facebook.combusinessshow co, you can go up there and read those comments from some of our, some of our listeners.

I'll put a link to the direct, the direct thing in there.

Good, good. Yeah. And so today, you know, the labor Department of Labor made some announcements in the White House, you know, together, which is in a similar minimum wage or wage related announcement related to overtime and to how that's handled, whether you are a salaried worker that does not qualify for overtime or you are an hourly worker that gets paid time and a half after a certain length of time. Now that kind of changes. I don't know what it is in your state, Dave, but in California it always, every few years it kind of changes. It's either eight hours in a day. After that you get time and a half or for a while it was 40 hours in a week. Anytime after that 40, you got time and A half.

That's right.

So it kind of goes back and forth depending upon, you know, what the laws are, who's in office and. Yeah, I thought we chat. Yeah, yeah, it changed. I thought we'd chat for a few minutes about this new law, effectively stating now that if anyone that makes below $47,476, I don't know how they came up with this exact amount. If you're making. Let me make sure I'm reading this correctly. If you're making below that amount, you are going to qualify for overtime pay regardless of your duties and what you do, whether you're a supervisor, manager, you know, this kind of thing that used to be 23,660, $60. And, and so, you know, it hasn't changed in a long, long time. And I think 2004 was the last time that it was updated. That's the justification for such a big jump, you know, over double.

Sure. Yeah.

You know, when you read into it a little more, it has a lot of impact that you may not, you know, consider now, you know, the pros. One of the biggest, you know, from the Department of Labor standpoint in the White House in the Obama administration was that, look, there's a lot of companies that are just classifying these folks as salaried workers to get around having to pay them overtime.

Sure.

And, you know, I think we can all agree that that's not right.

That's not cool. Right.

Not cool. And it's taken advantage of your employees and you should stop that. You know, so this is, I think, a big way or a hammer that, you know, addresses that, you know, that issue and you know, what the label.

Yeah. Because it doesn't matter what your cat, what you're classified as it matter, it's your salary and that's it.

That's right.

That's the metric. Yeah, that's the main metric. Yeah, exactly.

That's right. And I know, I'm sure that I'm. There's some more nuances to this.

Well, of course there's loopholes, Shannon.

Of course. Yeah. And we'd love to hear, you know, if someone out there that knows, and I'm guarantee there's somebody that knows more than I do, you know, reach out to us at, you know, feedbackusinessshow.co or give us a call or a text, leave us a voicemail. 401472, 4249. We would love to feature you, you know, some comments that you, that you could have, you know, that you make on the Show. So that, you know, and the goal, I understand the goal. We're trying to lift the middle class, increase wages over time. So these folks that certainly. There's people out there working 50, 60 hours a week that should be getting some overtime.

Yes. Yeah. Yes. Right.

Yeah. Yeah. And so I've been reading a few articles today and looking at the pros and cons, and I get it. And, you know, and one of the big things that struck me is, you know, we talk about flexibility all the time on this show and how you, as a business owner, you may not have freedom, but you certainly have flexibility. And we, and I think you'd agree, Dave, it's actually oftentimes far more valuable to have that flexibility.

Oh, yeah, Well, I mean, obviously, I think it's far more valuable, otherwise I wouldn't still be running my own business. Well, seriously, I mean, you know, because it's not all roses all the time. All you have to do is listen to last week's show. You know, you can hear us kind of convech a little. But, but that, that flexibility is key. And it, you know, before the show today, we were talking about, you know, our charmed lives and, and it. And there is no question in our minds that we both, each of us, we live charmed lives. But, you know, you, you said something. My charmed life is under attack now. I mean, I, I know what you were saying, but it's that flexibility, right? I mean, that's the thing. I work hard every single day to preserve my ability to have that flexibility tomorrow and a year from now. I mean, that's really the key.

Yeah, I think so. I mean, it's a huge benefit of running your own businesses.

Yeah. Yeah, it's a huge benefit.

Yeah. And so the article I read in the New York Daily News and one of the articles I was looking at, they mentioned this loss of flexibility is when they reached out to a number of employers and large and small companies. It was that, well, when you convert a salaried employee to an hourly employee, that employee will lose a significant amount of flexibility because typically the salaried employee is really, ideally, they're being compensated on how their department does or how performance of the company, and they have certain job duties. And usually there's not somebody tracking their time and, you know, just, hey, get the job done. Do it right and you're, you're fine. And that may take one manager, you know, 60 hours a week or another manager. Maybe I'll knock it out in 35.

Yeah, that's right.

And so the several companies made comments. It's like, well, now that we're going to have to convert these folks to hourly wages, they will lose that flexibility because we have to monitor it, of course, to keep the overhead, the overtime pay down or at least approved appropriately.

Approved. Yeah.

Proofs it doesn't go off the charts. And you know, for me, that's like, wow, man, that's a big, you know, a red flag there is. Losing that flexibility is, I think, going to be challenging for some, some folks. That's true.

Yeah. Because. Right. I mean, the flexibility is not reserved just for business owners. I mean, there are many positions that offer similar flexibility. In fact, the sales guys that work for me, I mean, we, you know, they basically clock in in the morning and clock out in the evening. But it by no means is that a hard and fast rule. And if, you know, one of my guys coaches baseball and so sometimes. And today's one of those sometimes, you know, or actually yesterday was one of those sometimes he has to take off a little early because he's going to coach kids playing baseball. And I know he'll make up whatever missed work. I mean, you know, I'm not worried about the number of hours he puts in. I'm worried about the results he delivers. And so you're worried about results.

Right?

That's it. Right. And so he's got tons of flexibility. And in fact, he tells me it's one of the biggest benefits we offer him here. He's like, you know, I probably could make more money for some working for somebody else. He's like, but look at what I have here. This is killer. Like. Yeah, I know.

That's right. Yeah, it's, it's, it's. Yeah.

And he doesn't say that asking for more money either.

No.

Right. You know, I mean, it's not like, okay, well, if I could, he'd, like, he's perfectly honest about it. Like, I know I'm not going to get this gig somewhere else. Yeah.

Yeah. And I think that that's what you know, concerns me the most about, you know, these kinds of sweeping, you know, changes and upgrades, if you will, to some of these laws. You know, I'm all every, I'm, I'm all for everyone making as much money as they can. Of course.

Right.

But, you know, I was listening to the radio this morning out here, talk show listening in the morning, and one of the guys comments like, well, you know, the way you, you increase the, the minimum wage and the guy says what he says you get a better job. And I thought, man, that's awesome. You know, and I kind of like this too where, you know, they have some quotes from some business owners, you know, and one of them that, that stuck out to me was that, well, you know, it's kind of frustrating because some of the newer managers who may take longer to get their work done, she may have to cut their base pay to make. So they make the same amount as they do now.

Yeah.

When you include the overtime.

Yeah. If, if whatever time they put in was worth X to the company yesterday, it is still worth X to the company today. Absolutely. And you know, if you were putting in Y hours to get X money, this new ruling doesn't necessarily change that.

Correct. I think it's going to have minimal impact on the, you know, it's a, it's a great sound bite.

And it's just going to say it's a, it's. Yeah, it's a good sound bite.

It's awesome. Hey, we're going to, we're, we're lifting.

Everybody up that will be positively affected by this.

Sure.

Of course. I can't imagine that there's going to be a ton of people, a ton of employees negatively affected by this, except like you said, for the loss in flexibility. But in terms of take home pay, I don't think anybody's going to lose money because of this, but I don't, I think some will make some money if, if their employers were, for lack of a better term, screwing them, then yes, this fixes that problem. But for a lot of people, it just changes the way their, their boss or their employer tracks their time and perhaps creates more headache on that end.

Yeah, yeah, probably does. And, and you know, I know I don't want to sound like a broken record, but I'm such a stalwart defender of the small, the little guys.

Yeah.

You know, the small businesses. I think that, you know, this again, kind of hurts them a little bit more. And it's kind of another example of this us versus them mentality where it's like, well, the employer is the bad guy taking advantage of these people, you know, on a similar bent, like, oh, the landlord is always the bad guy. You know, there are certainly bad employers, there are certainly bad landlords, but you know, they should all be judged on their individual merit, not on, you know, blanket statements and laws that kind of penalize folks. And you know, a lot of the. I think a lot. And again, maybe I don't know as much about it and I would love to be educated, you know, More. But it seems to me that some of these larger companies that have really focused maybe on finding ways to manipulate the system, as if you will. Yeah, but I think the small business owner, you know, guys with, you know, 10 or less employees, I think this kind of squeezes them a little bit more. And, and you know, you just can't, you can't pay somebody time and a half because they can't get the job done in, in a time, a certain time frame.

Right.

So you have to make adjustments based on that. And it's just kind of one more way. You have to, you have to consider things and it's just so easy to legislate. Especially, you know, I just can't. And again, I don't know all the folks involved in making these laws, but I would certainly probably hazard a guess that not. They don't have a lot of, maybe a lot of experience running a small business. Probably more career politicians than anything else.

Well, yeah, that's right. And you know, a large business has the. Already is going to have the HR infrastructure to do time tracking. Right. I mean, like, let's say that they, I mean, because it's possible that they could make a law. In fact, maybe it's this one, you know, where I now have to track the time of my sales guys. Right.

Yeah.

I don't have a mechanism in place. I don't have someone monitoring that. I don't have. I don't have a system. I don't have the software. I mean, zero exists to track time for that company, in fact, for any of my companies. Because it's not how we hire people, it's not how we do things.

Sure.

And no one's unhappy. You know, I want to point that out. Right.

Yeah.

But you know, nobody's looking for like, wow, man, if only we were tracking. Gosh, I put in this time and I'm not compensated. Like, if that's happening and they're not telling me it's not happening, I guarantee it. You know, people will talk to me about it because that's how we work here. But if the, if the government mandates that I have to do that and it could get to that point.

It could.

Well, now, you know, now I have to take a look at, okay, what's it going to cost me to implement that? And now what is, where does that money come from? Right. I mean, this is a real thing. I mean, maybe it's minimal or maybe it's not. I don't know. You know, I mean, I look at what has happened and this is an extreme case, but if you look at doctor's offices, right. I mean all these regulations and legislation and this is going back a long time, this is not anything recent. But you know, they have to have people on staff full time that do nothing other than interface with insurance companies because of the way it works. And it's, I mean, that's a huge cost. Right. And I know many doctors who have chosen to stop taking insurance. They, they go into, you know, what's called concierge practice where they just work directly with their patients. You pay the doctor, you know, X amount per year, 1500, two grand, 2,500 a year and you're covered for all your normal stuff. And, and you can email your doctor anytime you want and call him anytime you want and get questions answered. Right. I mean, there's this whole other thing that forced out of that because they don't want to have to deal with it. Hopefully we don't get to that point with small business where we have to make a decision like do I want to run a traditional small business and have three people just to manage the business? I mean, we could get there.

We could.

And like I said, the doctor's an extreme example, but it's worth knowing where this ends up when we get there. Yeah.

And I guess the thing that I'm missing because government, I mean, has made these kind of decisions, you know, it's certainly not a political thing. It happens in every administration.

Oh yeah, yeah, yeah.

All this kind of stuff. So we're not here to point that out. But what I miss in some of these recent ones is oftentimes there would be an exemption for a small business, maybe 50 or less or 20, 25 or less employees, you know, something that gives the small business owner some breathing room. But those are just non existent now. They seem to be. Nope, we're not, we're not doing that at all. Maybe we'll give you another year or so to implement things, but there is no, you know, everybody's going to do the same thing. It's, it's, it's interesting.

Yeah, yeah. The only, Well, I mean, I, there's, I feel like there's still some of those 50 or less things that the, the Obamacare thing is one of those where you aren't forced to have coverage for your employees if it's, if you've got 50 or less.

Right, right.

But you're right, those things do erode and it's, and I mean part of it is because people abuse the system. But of course you know, it's one of those things. I mean, like, when you do your taxes, it's like, well, hey, man, not my rules. You know, I'm just following them and I'm finding my best path through them. So it's tough. It's tough. Yeah.

Yeah, it is. So, yeah, and we'd love to hear some different sides of this, whether you're an employee or an employer. You know, let us know what you think and, you know, join the discussions and educate us, tell us what we've got wrong about it and what we're missing. And, you know, we'd certainly like to hear from you.

Yeah. Hey, Shannon, we got some shirts made up, man. I want to tell people how they can get a shirt.

That's right. That's right. So we have some really nice. These are red T shirts, aren't they? They are red, and they have some good comments and, I guess, quotes. We'll put a photo up on the website.

Yeah.

And we have that. And how can you get one of these shirts?

You have to come on the show and talk to us and talk to everyone else. It's that simple.

That's pretty good, right? Yeah. That's it.

That's it.

Come tell your story. And, you know, and we'd love to hear any kind of story, whether you're a business owner or even if you work for a small business owner, that you have a hero story to tell or a horrific story to tell.

Oh, heroes or horrors. I like it, man.

Yeah, we'd love to hear both sides and get going in dialogue. And, you know, these are some cool T shirts. I know the designer and, you know, Dave had them printed up there and going to be sending some out to the folks that have been on the show before, and we'd love to get one headed your way.

Very, very cool. Yeah, yeah, yeah. I'm excited. Thank you. Thank you for finding a designer that had time in his or her schedule. I'll leave it at that.

There you go. That's perfect. That's right. Hey, and so before we go, I wanted to chat a little bit about Facebook and talk about different. Few different types of ads. You know, we do a significant amount of advertising on Facebook and we have different thoughts on whether what works, what doesn't. And there was an article up on the Complete business online blog at CBO Me, and we'll post the link in the show notes. And the article went into comparing a boosted post versus promoted post versus just an advertisement. And if you've haven't done any Facebook Ads. You know, one of the simplest ways, if you have your company page set up, which I highly recommend you do, it doesn't cost you anything. And if you post something on your page and hopefully you have some folks that like your page and are following, you know, what you post in the newsfeed, you know, Facebook used to always give you a lot of exposure for free.

Right.

And they don't quite do that as much anymore, so they give you some ways to boost the exposure of a post. And if, you know, you create a post, very simple, you'll see a little blue button in the lower right corner that says boost this post, and they'll give you all kinds of options on what kind of audience you want to target, whether you just want to target the people that already like your page, whether you want to target a certain demographic or geographic area, you can do it by zip code. You can draw. Draw it on a map. I mean, it's as you can imagine. It's crazy how detailed you can get the demographic on Facebook.

I want to. I want to stop you there, because I've done some Facebook ads. Okay. And it's. I mean, it's great, but it's. It's actually either great or good or plain terrible. And I feel like choosing the right demographic is the key. Yep. To whether it's going to be good, great, or terrible.

That's right. Yeah. Yeah. So I agree.

So do you. Do you have a. I mean, how do you. And I know everybody's business is different, so I can only glean sort of meta answers from you, but I mean, I've stumbled into it a little bit with some posts where it's like, oh, this is awesome, and it did really well. And then others, you know, it appears to do well, but it doesn't actually bring me anything that helps my business.

Yeah, well, I think that. And I'm in total agreement with you, and I've run these campaigns that have done great, and I've also run them where it's like, wow, you know. Yeah, a lot of people saw it, but nothing happened. And I think that the question you have to ask yourself, and it sounds simple, but I always, you know, have to do it, too, is what are you trying to achieve? You know, what. What really do you want to have happen? Are you. Are you trying to get people to sign up to a newsletter? Are you. I mean, ultimately, we want to make some money, right?

Yeah, yeah, yeah.

You know, are you trying to get a better relationship with your customers? Are you trying to build likes and Followers to your Facebook page, Do you want them to fill out a form? You know, trying to just get them to buy something with one of those posts I would say is the least effective thing there is.

Yeah, My, my goal when I share, when I, when I promote a post is to get people to interact with that post, to share it to more people. I, it's typically Mac observer that we're doing it with. So this is content that we've created or at least a link to content that we've created. And I want people to share it with their friends. Right. So that's, that's all I expect out of Facebook. I mean, I'd love it if it was. I could, you know, promote something and just have people shower me with money. But there's usually a couple steps in between there and I'm okay with that, you know. Yeah, yeah, yeah, yeah.

So for, for me, we, we always, we try different things. So for running, let's take Tech Restore for example. If we are running campaign where we are trying to attract educators to our Edu repair program, we build a very different demographic than if we are trying to attract local customers to just be aware of, hey, we're here and you know, we are the people we want you to think of when you break X.

Sure.

Right. Especially for Tech Restorer. It's really an event driven business. No matter how great of a deal I offer you on, you know, your iPad that's cracked. Well, you're.

My iPad's not cracked. Your deal doesn't matter to me. Today you got it. Not at this moment. Today anything and anything's possible. I'm thinking of where I teetered my iPad when I ran up to the studio here. So it's possible my iPad's cracked actually and I might need a deal from you, but there you go. Chances are it's going to be three weeks from now or three months from now and you.

So what we want to have is a relationship with that person. You know, we would like them to, to subscribe to our newsletter or we would like them to visit our blog or like our Facebook page so that we can be a part of their feed, if you will. And occasionally, which I think is really important, we can post information about what's going on like you know, with Tech Restore. Okay. What's going on in the Apple space or what's a. Here's a tip on how not to break your item or whatever.

Sure.

And so when you do think or when you do need us or you have a friend, you know, or your kid breaks their product. We would like that to be kind of registered away in your memory bank there. It's like, gosh, you know, I saw that ad and I see these things from Facebook and boom, you know, that's what we. That's what we would like.

Yeah.

And, you know, a lot of those are focused geographically for the localized stuff. And then the educational stuff is really keyword based. We're trying to find educators that either belong to certain groups which are. You can definitely target on Facebook, or, you know, alumni from certain associations or different things like that. So you definitely want to put a lot of time in that targeting. And one of the best things I'll tell you is that Facebook really does want to help you. They absolutely want to help you.

Oh, yeah, that makes sense. They want your campaign to be successful so you. You spend money on the next one.

That's right. And so, you know, they know. And they also want to put relevant information in front of their users. Yeah. Not a bunch of garbage, because none of us wants that in our feed. And they, you know, they track it very carefully. And that's one of the reasons why there's, you know, billions of people use it every single day.

Yeah.

So you all.

They make it addictive. It's more than they. They want it to be. They don't want crap in the feed. They want you to be addicted to your feed.

Yeah, that's right.

Have you ever noticed when you. When you read Facebook, if you read an article about any topic, as soon as you return back to Facebook, the next. The very next thing you see is three articles about the same topic?

Yeah.

Oh, yeah. I mean, they, you know, this is very dynamic at the real time. It's amazing, actually, that they're very good.

Yeah. At retargeting.

Yeah.

I mean, we all know, you know, if you Google refrigerators and appliances and search for that and you don't have an ad blocker, you know, the next three weeks, you're gonna see ads for refrigerators and appliances everywhere you go.

That's right.

You know, Facebook tries to be a little more subtle.

Oh, they are. I mean, but they know. They know how it's gonna be.

Yeah, that's right.

Yeah.

So if. If you're looking for help, just go to facebook.com business and, you know, they will make themselves available. They have a great online chat which will give you, you know, a ton of support.

Really?

Yeah. It.

I gotta take advantage of this. Okay.

Yeah. I have to say, it's much, much better than some other companies. That sell ad space on search engines and that kind of thing.

Right? Yeah.

And the other thing they do is they do local events. And so, you know, there's a Facebook local events all over the country where they will meet with you, sit down with you. You know, they have a little seminar and then you can meet individually with reps and they'll look at your whole setup and make and you know, work with you to fine tune your campaign. So, you know, again, they're looking for it to be effective on all fronts. And like there's a event here out in the Bay Area in Pleasanton on Friday and one of, one of our people are, you know, will be attending that. And I highly recommend that if you, before you start spending money, you know, visit facebook.com business educate, you know, look at some of the tutorials and then, you know, sign up for one of these free events when they come near you and really jump in and immerse yourself before you start tweaking. And even with a small budget, you can be surprised. You can have a pretty substantial impact. But you need some guidance. They're definitely there to help out. And we'll post these links here for you in the show notes. And so if you're listening to this jump on the website businessshow code, find this episode 67 up there and we will give you some links that you can check out.

Very cool. Oh, man, I actually learned a ton today. I'm so glad I came and listened to this show.

Hey, come anytime.

Thanks, man. Yeah, in fact, come every single time. Please.

Please, every, every week. Please, every week. Please. Yeah. And hey, next week's going to be awesome because, you know, we're going to talk about the irs.

Oh, I love that topic. That's one of my favorites.

Yeah. So if you, if you've ever interaction with the irs, positive or negative, you know, tell us about it and, or, and, and listen in on the show. We're going to talk about some ways to deal with IRS problems and maybe turn them into opportunities and how to get them on your side.

Yeah, it is possible to get the IRS on your side. I'll tell you my story next week about my successful path through a personal tax audit. Well, it was a business tax audit, actually. Actually. But it was. Yeah, yeah, yeah. I mean, it can, you know, it can be an okay thing.

I agree.

Yeah.

If we have time, we'll, we'll also talk about the sales tax folks too. They're, they're pretty exciting to deal with.

So, and maybe franchise tax folks. But then if we do that, then the show has to be explicit. Shannon There we go. Feedbackusinessshow. Co give us a call or a text to 4014-7242. Thanks so much for listening folks. We will see you next week.

Take care everybody.