Name: Stop the Scramble: How Top HR Teams Automate Away the Year-End Payroll and Compliance Crunch
Uploaded: 2025-12-15T19:01:04.356Z
Duration: 36 min 56 s
Description: Stop the Scramble: How Top HR Teams Automate Away the Year-End Payroll and Compliance Crunch

Transcript for "Stop the Scramble: How Top HR Teams Automate Away the Year-End Payroll and Compliance Crunch": if you could sing. I definitely can. Oh, no. We don't want people leaving the webinar before it even gets started with me singing. Same. Same. I would yeah. I agree on my front. Alright. It's ten, top of the hour, so we probably have more joining us. For those that have joined, thank you, for joining the session today. Still gonna give, you know, a few minutes to allow everyone to get settled in. We'll get started here, and and and if you we'd love to hear where everyone's from. If you wanna put in a hello or anything in the chat or where you're from and joining us from, that'd be fantastic. And we'll get started here, in t minus about two minutes or so. And as everyone's joining, just wanted to go over some, just some housekeeping items before we get started. You have the chat feature, so please use that to post comments, connect with other attendees as well, ask questions. Please, actually, the questions, use the same kind of, like, module. Just ask questions. We're gonna if we can't answer it throughout, definitely have a q and a session at the end to be able to answer those. The team will help us kinda sort through those. This webinar is actually gonna be recorded and shared with you tomorrow as well. If you have any questions after the webinar, please reach out to our team at webinars@rickland.com. That'll actually be, in your follow-up email as well. And then also, we will do quick intros here. But happy holidays. Happy December. Christmas is, I can't believe it's it's already next week. And as we're joining, there we go. So ATL, love it. Colorado, Annapolis. Awesome. Texas. I'll be actually in Texas tomorrow in Houston, so not too far. Alright. Ohio. I'm based out of Southern California, so it's, I don't know who's in California. Some of the team here, it's, very, very gloomy. No snow. I'm sure it's a lot colder in other areas. Yeah. Thank you, Melissa. Absolutely. We will definitely do that. It's sharing LinkedIn from KC. Alright. We'll do some quick intros and let's jump in. We're at 02:02. So my name is Phil Coria. I'm one of the regional sales, VPs here for our enterprise and strategic groups. So we work with large organizations that have over 250 employees. I've been here at Rippling for four years now. So I lead kind of the the Western Central teams. I've been in the space a long time since 2008. Started to actually my career kind of at some of the other kind of vendors that you've probably have worked with ADP, Workday, SAP. So kind of coverage, I'll talk about some correlation in terms of just how we differ there, and Brynn will get into the details as well. Thanks for having us. That's myself, and I'll turn it over to my counterpart, Brynn. We'll be, doing a a part of the front session as well. Perfect. Thanks, Phil. Well, as Phil mentioned, my name is Brynn. I am also in Denver. I saw a lot of people joining from Denver, so nice to have you. I've been with with Rippling now for four years and through several year ends. I love webinars like this where we really get to showcase how Rippling can help make your lives easier during such a hectic time. Amazing. Thank you, Brandon. And it's gonna be great for for Brandon to talk about your end. Obviously, I would love to work with the team. So depending on obviously, hopefully, we get to dive into deeper demos and that you can request someone at the end of this. My teams will work with you. So if you do, please mention me. Let's connect on LinkedIn. I could definitely support, kind of that conversation as you explore Ripline as a potential option for next year. So as we think about this, with with what we're gonna be diving into, year end is obviously very top of mind for all of us. Either probably a majority of this group, if not everybody on this call, has already been preparing for year end, has already kind of going through the process of what that looks like. We're gonna talk about a lot of those best practices. What we actually kind of take from an approach standpoint to help you streamline those efficiencies when you think about just your end. I will get into a demo as well, and then, we'll just go from there. But that's where we're gonna start reviewing kind of some of that fundamental, information. So your end is obviously not an obstacle. It's it's obviously an opportunity to help you out with that. So that's what the agenda is gonna look like. And kind of the next slide kind of is gonna tee up the rest of the session. Really, what we help with is really gonna be around what we call the ripple effect. So if if you have not seen Rippling, hence our name, Rippling, the ripple effect is essentially delivered to you out of the box in terms of just, like, every component as it relates to just the day to day operations that you and your team are involved with. So think about, in this case, like Sarah's promoted from California to New York. There's a lot of nuances to that. So I don't know if that example is relevant or top of mind for a lot of the people on this call. I'm sure it is because people move states, people move roles, people get, you know, bumps in compensation, get promoted or whatnot. Think about all the inputs and kind of like the downstream kind of impacts that that causes. The compliance, you know, when you think about learning courses, tax reciprocity, what actually jurisdiction in New York is that individual moving to? Is payroll actually evolved in kind of the notifications and approvals of that process? So all of these elements, like, we're and I'll show you this kind of at the end of the actual, you know, kinda demo, live demo, and how we make that change and how it ripples. So that's gonna just essentially tee you up. So by the time you get to year end, we've, like, kept track of all those changes. We've been able to? kinda put those guardrails in place to keep you in compliance as we file, like, quarterlies and year end filing fees, to make sure that we're putting you in a much more proactive state as it relates to just how you manage the day to day operations. So this is an extremely critical part in terms of just what makes your complaint different and how we structure data to be able to support you in all aspects of those different moving parts from those pieces. Alright? So, Brent, I'll tee it over to you to you to, kinda go through some of the details of that. Awesome. Thank you. So in this section, I'm going to be reviewing why preparing for year end is so important and then call attention to some key ways that Rippling can assist during that preparation. So at Rippling, we definitely want you to go into the new year celebrating. Our goal is a seamless transition into the new year, guaranteeing a less stressful experience for both you and your employees. Proactive preparation can lead to significant savings in both time and money, because payroll changes made after the tax period closes often necessitate amended filings. By being proactive with your year end tasks, you can likely avoid making those changes after the deadline. One of the tools Rippling provides to ensure you're prepared for year end is the year end checklist. The year end can be hectic. Not only do you have holidays to think about, but is also one of the most important times of year for payroll. Rippling Payroll has you covered with our annual year end checklist. We cover related tasks that you can check off as well as how you can expect to interact with that checklist in the Rippling account. Examples of things covered on the year end checklist can include reminders to record any of those contractor payments you may have made outside of the system, complete things like third party sick pay runs, record fringe benefits, for example, if you give your employees gift cards or gym memberships and those need to be recorded throughout the year. Then enter any missing tax filing information essential for Rippling to pay out and file those taxes. I'll talk a bit more about that on the following slide as well. As I mentioned when I introed myself, one thing I really love about Rippling is how much automation is already built into the system. In this section, we are going to review Rippling's expected tax notices and also our annual limits that can help you manage year end. The expected tax notices feature is a great resource to keep in mind when entering year end. This is because Rippling can predict if you might get a tax notice generated if you are missing any of the information that I've noted on this slide. Before moving on to the next topic, I also want to call out that tax notices do happen, and if you receive a tax notice, Rippling has a dedicated team that will work directly with the agency to ensure that these are resolved in a timely manner. Also, if Rippling is at fault for any reason, we go ahead and pay those penalties and interest owed. Next up is annual limits. This feature is extremely beneficial during year end. As many of you know, we have a four zero one limit of $23,500 in 2025. Rippling can automatically cap these deduction contributions according to IRS guidelines and will even take an employee's age and current contribution into consideration when calculating the limit. It is very important to ensure that if you have employees join midyear, you can go ahead and update that limit so that Rippling can calculate that accordingly. I have noted some other common deduction limits such as HSA and FSA. These limits are a great example as to why preparing for year end is so vital and how Rippling can help. If this is caught before year end, it can be corrected before a W2C is required. Awesome. Now I'm going to go ahead and cover some perfect. Now I'm gonna go ahead and cover some items that Rippling can review that employees can review before year end, such as tips for releasing your w two previews to your employees. Awesome. Generating a w two preview is another important step when preparing for year end. In rip blank, you do have the option to make W-two previews visible to your employees. If you choose to release those previews to your employees, make sure to communicate to them that that is not the final copy and the final copy will be released, in the new year. This is a great opportunity for employees to verify that they have their demographic information correct and the correct deductions and state taxes were withheld throughout the year. If you do allow employees to review a preview, they will have visibility of this within their profile in Rippling. Alright. Now we also have an example of what workflow studios you can or workflows you can create using Rippling's workflow studio. Phil is going to go into this a little bit more in demo as well. But the goal here would be to send emails or tasks to employees to review things like their demographic information and preview their w two. You can create different notifications based on the variables you select. For example, you can create to send that email or that task and then send it out to employees or managers, whatever is needed, for your case. Workflows can be toggled to active or inactive in Rippling. And once a task has been completed, you also have the option to deactivate that workflow. You can also set a workflow to trigger annually, meaning you can set it and forget it, and it will trigger over and over again each year. Awesome. The very last topic I'm going to cover for some key tips for managing year end are some reports in Rippling to help you and your employees, before that year end and some tips if you do choose to release those w two previous to your employees. First up is the Payroll Journal Report. You can ask any of my colleagues here at Rippling, and I'm sure they will tell you the same thing, that this report is my answer to everything. It is an extremely powerful tool to help you prepare for year end. I love this report because it totals gross wages, taxable wages, and deductions not only on a company level, but on a department and employee level as well. This is a great report for year end, but it is also a perfect report to run if you are needing to audit payroll wages for a certain period of time. During year end, you will want to run it for the entire year to make sure it captures all available payroll data so far. This will allow you to spot check wages and deductions that have happened on a company level or employee level if you are wanting to reconcile those W-2s. This report is automatically built into Rippling and it updates each time a new pay run is processed. The next report that I personally love because I love taking time offwho doesn'tis that time off balance report. This report is amazing because it gives you a snapshot of the remaining PTO balances you may have in Rippling's time off. This is especially important if you want to ensure those employees are taking their allotted time off and don't hit burnout towards the year end. To run this report, you can just use an existing recipe already in Rippling. From here, you can customize that report as needed. For example, I like to ensure that maybe I'm just showing vacation policy. I can also use really cool tools already in Rippling such as a pivot tool and that will create this grid I have shown on the screen as well. Lastly, there are some custom reports in Rippling that are also extremely beneficial. First up is that demographic information. This report allows you to quickly verify the accuracy of employees' demographic details. It can include variables such as employee's name, social security number, home, and work addresses. If demographic information is incorrect, a W2C is needed to amend this. Since this can be costly and take a lot of time, this is another great example of how Roppling can help you during year end. Then we have the FSA balance report. This is awesome if your company offers FSA and does not allow for things like rollovers or grace periods. Employees will forfeit the remaining funds at year end. A custom report can help you identify which employees still have outstanding FSA balances and allow them to use it. Perfect. Thanks for letting me walk you through how Ripleyn can prepare you during your end. I'm gonna hand this back over to Phil, who's gonna go over everything in demo. Amazing. Thanks, Bryn. Appreciate that. That is, very helpful. I think exciting. The one thing is I as I flip over to the demo, is we at Ripline, so as part of our support model, kind of with clients your size, you get access to, you know, resources like Brynn. We call her a technical account consultant. We have technical account managers and account managers. So, like, part of the support reciprocity in terms of, like, being able to support you are things like this. So, like, Brent can probably that what you put together is actually decks that we use for our actual clients right now and helping them prepare and help them be proactive and just leading up to all these elements as it relates to your end. So I think in addition to the tool and, like, what we do from a platform perspective to support you, all of those additional resources are really key in being able to be, you know, great in terms of being able to put you in, in that in that kind of proactive state with being able to support the team from a support standpoint as you prepare into your end. So let's flip over to the demo. Get a quick thumbs up. Brynn, do you see my screen? Yeah. Perfect. Yep. Awesome. Okay. So as we as we dive in, if you've not seen Rippling before, obviously, this is gonna be a a five to ten minute demo. I'm gonna be able to cover a lot of components high level. Again, we wanna be able to do this with you at a deeper detail and be able to kind of, like, talk through all your your your specific use cases and show you this at a much more kind of detailed level. This is the dashboard. So Rippling is all permission based. So when I log in to Rippling, whether I'm an employee, an admin, a practitioner, or payroll admin, I'm gonna get get the same kind of user experience, end to end. And, really, permissions drive everything that I get to see, in the dashboard. So you can see here just on the landing page, I have, like, single sign on capabilities so I could actually get authenticated into maybe additional resources that are part of, like, your day to day jobs. We have reporting. Everything is reportable within the platform. So, like, how we structure data for you is is really important because we don't have limitations on, like, cross functional kind of data points So think about you know at the end of the year you need time off balances You need leave kind of components and balances and types you need benefits data you need payroll data time data all of those elements essentially allow you to kind of bring all those to fold and be able to report on them the way you need Without any type of limitations on that and what's nice about it is like these are all essentially Reports behind the scenes. So the derivative of this dashboard is live data, which is really great. So when you actually see the source of truth on this, it's actually your data, all live data. So these dashboards are always living and breathing in terms of, like, having up to date data when it comes to, you know, dashboards. And we see clients build year end dashboards around all the different moving parts that Bryn just talked about in terms of, like, you being able to have access to that as soon as you log in, if that is gonna be beneficial to your day to day. So those are things we wanna work with you on as well. Alright? On the left hand side, you can see here, like, I think what's important too is, like, I'll walk you through kind of an onboarding and offboarding flow. I think, like, when we when we hear a lot of feedback from clients in terms of, like, the downstream impacts and amendments that take place on a quarterly perspective or or even a year end perspective, it starts with how you hire that individual. Even, like, how you terminate that employee and offboard them as well. So when we hire an employee, I'm able to, like, obviously, depending on if you're using Ripley's native tool, or we are integrating with the tool that you have outside of Ripley, we wanna bring that data in. And I think what's important are, like, the onboarding elements of, like, how we capture that data. So then payroll and taxes and all the tax jurisdictions are are up to date, and they're obviously in compliance and that you're not gonna have those filing issues as you think about, like, the quarterly and year end fees that happened or year end filings that happened. So when I hire an employee, I'll just walk you through it. This allows me to go through the flow, but I'm not gonna go through the whole flow. What I wanted to show you specifically was what we do when we actually hire an employee. So when you hire an employee, you can see here that Rippling is gonna go through the entire process of being able to kind of go through all the offer details, the agreements, the devices, be able to push that to the employees. So when they actually onboard, they're gonna input all of their information. So think about, like, home address, if they're a remote employee, if they're going to a particular office, and then all of the jobs that they're assigned to if they travel. All of that is gonna flow over to payroll for you, which makes the continuity of, like, the data and what you're capturing upfront be very, very efficient as it as it goes through, like, payroll time, benefits, policies, all that good stuff. Okay? On the other side, when you off board an employee, we have a complete out of the box workflow as well. So you're not just gonna terminate an employee and then kinda handle all the downstream impacts, like, in a manual basis. You're actually able to leverage Rippling to have all of this kind of, like, the ripple effect that I was talking about earlier before, come to life. So even when you offer employees, this is very kind of impactful to year end and obviously all your filings as you as you kind of, like, did throughout the year to make sure that that was all accurate and that you're not having any type of incomplete data or missing data as it as it relates to kind of your end filings there as well. So, again, you don't have to build these, like, onboarding, offboarding part of the platform, and everything's gonna be built for you kind of out of the box. Okay? Let me flip over real real quick too. The other element too, I go to this page. You can see payroll. So payroll allows me to go into the payroll app that allows me to do some fundamental settings. What what I really like about kind of the interface that with Rippling and the payroll kind of, like, function, you as an as a practitioner, is you have complete control in terms of, like, all of those different moving parts. So, again, we wanna obviously be able to take you through this in detail, but I could go in here and I could see things like settings and be able to, like, adjust all my settings with pay schedules, all my state settings, all my different type of supplemental kind of, like, fees that I have associated to those elements. I'm able to go in here and see all the filings that have been completed throughout the year. And you can see here too, we have a year end checklist. So we are essentially kinda be able to catalog all this for you to put you in a very kind of, like, efficient process of, like, what those look like in each one of those functional areas. But we seed all this stuff back into the payroll app, which makes the transparency really, really clean for you. So if you need to go back and audit anything in particular, like, this is gonna be pretty much at your fingertips in terms of, like, what you want. This is a demo account, so I don't have any type of actual filings, or year end checklist. But you can see here that that this will all be kind of essentially ready to go for you when we get into kind of these phases and you're working with, like, you know, your your TAMs and your tax, like, Brend and the team as it relates to kind of getting prepared for your end. K? The other aspect of this too is just being able to kinda, like, make changes. So the other, element is, like, when employees move, like, what does that look like for you? So, like, you know, can someone make an update, and are you notified of that? Do you have to make the update and the changes? Are there approval processes? How do you do you want notifications to take place? So the one thing that that Brent talked about is workflows, and reporting. So we have something called a workflow studio. Think of this as like a a conditional trigger. So if this happens, take this action. We have a ton of recipes, and we could build a ton of workflows as well that are very, very nuanced to a particular, function. So it could be year end. It could be, you know, alert payroll when somebody's employee's compensation changes, alert payroll admins when employees terminate, terminated involuntarily. You can see these are all kind of like recipes, that we've already built that we have from a best practice standpoint that you could build on top of that. So the workflow studio is amazing in terms of, like, what it could bring to the table to help with those day to day operations. K? The other element of this is reporting, which I was talking about. So everything within Rippling is reportable. Everything that you have in it, which makes reporting very, very impactful and I think dynamic. But, again, because we could sort data in all those different kind of components, we have recipes around this too similar to what we saw in workflows. So I come in here, and I could see all my payroll recipe reports, and be able to kind of just build reports from scratch, with a foundation of, like, those elements and then be able to add on top of that to to some of the best practices and some of the reports that Brynn was talking about. We will literally build them with you so you have them. They're all permission gated, so you can share them with the team. You could cascade them down to the managers, however you want. But this is a very, very, I think, impactful, powerful tool as well as how Ripley reports on all of your data. Alright? So two amazing tools. I would say take a demo just to look at workflows and reporting. I'm telling you, you would be blown away because there's so much, like, powerful capabilities to those two functions of just what we do. I'll end with a few more things. The other piece of this too is my profile. Let's just say I'm a I'm an employee. We talked about that slide that changes, like, the actual state. Let me just make that change. So I could come in here, and I'll just say, I am moving from San Francisco. I like the, I like the winner, so I'll go to Chicago, where I believe it's zero degrees right now, but let's move to Chicago. And this is gonna be effective dated. So I could say this is gonna be effective dated as of next month, next week, next year. Rippling has all of that essentially in place. So someone makes the change now and say it rolls over into 2026, we are not gonna be have, obviously, payroll be impacted by that. But say they do move, what if they move today, for any particular reason, just say had to move, whatever it may be? Everything is effective dated. Everything could handle from a ratio standpoint, and we're able to track those changes and then push all those changes out to the team, specifically payroll. And we have workflows, reports, notifications, approvals. All of that is essentially in place to be able to have, help you on those day to days with with the guardrails that we were talking about to make sure that everything is clean, as you kinda go into your end. Alright? And the last thing we'll end with, and then we could do some q and a, is our actual AI tool, so, like, our actual chatbot. So we have some additional resources here with, with kind of some of the AI, kind of, like, features that we have. We call this the rippling analyst so that you can do a a ton of things. You can see here we could add, like, spot bonuses and check balances. But let's just say I wanted to say, I'm preparing for your end. How can you help me, prepare for your end? So this is just an ad hoc prompt here, and let's just see what brings back. I typed I had a typo. So you can see here that I think the the chatbot is intuitive enough to be able to do that. What's nice about this as well is, like, what this is doing is this is essentially going in part of the ripple effect and checking all of those inputs, checking our help center articles, checking the policies that you have in place, checking what you've already set up in payroll, and is doing all of that on your behalf. And this would be essentially an interactive tool, that allows you to kinda leverage an additional resource in addition to what we talked about with workflows, reports, the payroll app itself. All that visibility continuity is essentially coming to life here in terms of, like, what it can do. So this is is exactly kind of what Brent put together kind of in the deck. So and to be able to help you prepare for year end, here are the key steps and best practices. I won't go through this in detail, but we have, like, year end checklist. It's gonna say payroll and task, task. Maybe it's, like, benefit and leave balances in terms of, like, your payout policies based off how those leave balances were set up. And then what's nice about this too is it clicks you directly into those checklists and actually takes you directly to, kind of some of the support articles as well. So, again, a very interactive tool to be able to put you kind of into kind of a very, you know, efficient process in terms of just how we help you. It's just an additional kinda, like, layer of support. I think this is where, you know, there's a lot of moving parts. There's a lot that, you know, it goes into kinda what you're doing to prepare for that. But having everything kinda be in the central repository, I think, is really the most impactful piece there. And that's actually what, is really neat about kind of this tool. And, again, would love to kinda take a deeper dive here, but that is essentially kind of a, you know, a a high level overview of some of the resources, what we do from a year end perspective to help you prepare and be put in the best possible spot to make sure that, you know, there are no issues that take place. Alright. So let me go ahead and stop sharing, and, we will take some q and a as well. Alright. So any questions, please put them in the chat, and we will answer them as they come up. We have another about ten minutes of q and a, for for the team, and we are here as a resource for the team. Okay. So Scott puts, currently, we cannot have employees update their own address addresses since it does not update their taxes when they do so. Due to this, we have to, internally update those addresses manually. Does Ripley have a solution for this? Brenna, I don't know if you wanna come back on stage and help me with that one specifically. Yeah. Absolutely. So if an employee goes in and updates their address, this is actually automatically pulled into payroll. And then you will see notifications within Rippling's payroll with, like, mix missing filings for that specific state. So we could always set up a workflow in Rippling saying, you know, Phil went and updated his address and didn't tell anybody, but payroll would catch that. So you would allow them to be able to update their address without. you having Thanks, Brian. to go? Yeah. And that and. that's the concept, Scott. Like, we wanna be able to put self-service kind of in a dynamic kind of position where, like, these changes allow you to not have to do those manually. But, again, those are things that you could put, and approvals can be a part of that, notifications. But the concept is that that would impact an update payroll. And think about, like, retro changes. If they say, hey. I moved a week ago. Like, we wanna make sure that that payroll is clean. We could go ahead and actually retro some of those changes as well. So really, really dynamic. That's an amazing use case that we would love to get in with you, Scott. Thanks for the question. Galena, if I pronounce your name right, please forgive me, but Galena or Galena. Hi, Phil. Do you have this AI tool, Ripley and analyst available for employees? If they have questions, we do. Fantastic use case for that. I love that you asked that. I was showing you, obviously, from your perspective as a payroll kind of a practitioner, but they can. So I could check my lead balances. I could even have it request time off for me. I could have it actually look at, like, why is my paycheck different this this pay period than last pay period? And it'll go and actually show me the details of that and actually show me the differences between check to check and all the different type of pay types that I've had, whether it could be maybe a spot bonus, maybe taxes are a bit higher, maybe I hit my cap, You know, my SUI, FICA taxes, like, in terms of FICA taxes and food taxes in California, because that's where I'm at. Anyhow, those are all things that will be surfaced, but it's a fantastic tool for employees. Great question. Let's see. And I went ahead and, entered April's question in the chat, but I do just send my w two to TurboTax. So super easy to have that w two from my profile in Rippling and then send it to whoever I need to to file my taxes. Yeah. Amazing. I do the same. So the one thing is that is an important commercial aspect. I know everyone's gonna be receiving an invoice for year end w twos from everybody else. We do not charge for that, by the way. So we are able to see the w two directly into the employee's account. We do not charge to bill those or generate those. So, hopefully, there's a little bit of a cost savings there, but we do not have year end fees. And, Elaine, the same question. Do you have any do you have to create workflows for any changes employees making their profile, in order for the data to flow and update automatically? And do you also need to set up an approval process? So for the first part, that is the ripple effect. Like, if anybody makes a change in their profile, that data flows and updates everywhere automatically. So that will happen intuitively just built by design in terms of the platform and the ripple effect. What you can set up is the approval process. So to Brent's point, like, everything is permission gated. So once you give the employees the ability to make those changes or request them? And then the other element of that is the approval. So it'll get routed to you as an example for approval. It get routed to their team leads or managers. You could define who those approvals go to, but you could set that up, which makes it very, very clean. And it will not go into effect until their approvals have actually taken place as well. Yeah. Great questions. Keep them coming. Let's see. Any other ones? We got, Yep. Is TurboTax? Are any of those fields also reportable? They are. So, like, yeah, can we add fields? So they are all reportable. So all the fields and all what we what we without getting too technical is is an object inside Rippling. What's nice about Rippling is that we don't have, like, modules. Right? So, you know, when you think about, like, others all in one stacks, they have a payroll module, they have a time module, benefits module. They have to replicate that data over and over, and they have to integrate it on the back end. So, like, cross functional reporting does become cumbersome. They sometimes have to do custom reports for you, or the reports become limited because you're having to report off too many modules at the same time. We don't have that issue. So, like, every data point inside Rippling is one source of truth. It's all reportable. It's all permission gated depending if you have access to, like, sensitive data. Like, think about compensation, you know, that I should have access to as as a as an admin versus maybe, an individual or or a manager. And you could add different fields as well to different pages as in Ripline as well. So you can. You could the the actual employee view itself gives you the ability to wanna catalog everything from an employee perspective, but you could add different fields to different parts of Ripline, including reports. There was a email question. So we utilize various third party retirement and health plan providers. How easy is it to generate and export all necessary year end data feeds from Rippling to those external vendors for their own required filings and audits like the 5,500 reporting. Brynn, is that a that's I think that's a more of a technical question than maybe a little bit above my my pay grade. Yeah. No worries. So once you get all that information from your third party provider, you can go ahead and do two options. You could either contact Rippling support, and they will help walk you through this process, Or you can then enter it in payroll, and you will have all of that information then entered and processed through payroll that you can give back to those third party providers. Again, not to plug our support team, but I did come up from our support team, and they are awesome. They will help you with any of those more complex questions too throughout your end so that you can really get that, like, step by step guidance as well. Absolutely. Let me have one more for you, and then I'll I'll, kinda close this out if we don't have any more. Our compliance team is constantly worried about changes in minimum wage or local labor laws taking effect on January 1, which is a fantastic use case for us, by the way. How does Rippling's, how does Rippling ensure that our payroll policies are automatically updated and compliant in the new year as the new year begins? I'm sure you're having a lot of combos with clients, right, Brynn, on this stuff right now? Yeah. Lots. Rippling definitely does our due diligence to stay up to date with compliance. So we'll go ahead and update those tax laws, or things like break policies and overtime policies in Rippling so that takes some stressor off of year end, and especially with that minimum wage as well. Amazing. Good stuff. Alright, team. So I think now that you've seen what Rippling can do, and thank you for all the questions, by the way. All fantastic questions. I think it's everything that we dive into and extremely valuable to you as a team and a lot of things that we kinda double click into as we kinda get into our engagements. We'd love to show you how it could work for your company's unique needs. If you'd like to see more Rippling, please go ahead and click on that poll. Like, you can definitely get a follow-up email, you know, mention my name, talk to the team, loop myself and Brennan. We would love to support you if you wanna have additional combos as you look at potentially Rippling as an option going into next year. And we'll set up some time to walk through what you need, see more of in the Rippling platform. But it was, you know, a a pleasure to be able to walk you through kind of everything that we talked to, through today. Hopefully, that was impactful to you, especially top of mind with everything that you're doing on a day to day basis right now. And, hopefully, a couple of areas that we could potentially help the team out with, as you think about kind of your current process. So, again, thank you, team. It was a pleasure. Brynn, amazing, job and support on kind of taking a deep dive into your perspective, especially as you think about supporting clients, and the impact that you bring to the table as well. Alright, team. Have a wonderful rest of the day, rest of the week. Happy holidays to everybody on this call. Happy New Year and all the above. Thank you again for your time. Have a wonderful rest of the day. Bye bye.