Betty Joe, can you hear us? >> Yes, I can. >> I cannot hear you. >> Hold on. Can you hear me now? >> There you go. Can you hear me now? >> Yes, I can. Thank you. >> Great. Thank you. All right.
That's a delay. Oh, yeah. >> Do we need to remove the Zoom then? >> Yeah, just >> All right, I think we're good now. Joe over here. >> Joe is the CFO. >> CFO. Hello Joe.
>> Hello. >> So um Denise, you want to kick off? You want me to kick off? What do you >> So, we have a payroll company that we've had for several years. Okay. There have been issues with the program and um they have been able to correct the problems
that we have. Some of them, some of the reasons we went with them were to have uh on our pace of the time that it was left, approved and left and uh that hadn't happened. And also uh we have staff that wants to have people punch in
some of the staff not all of the staff. So we want to have the ability to punch in in some format uh on a computer is preferable if if that can be done and then um manage time as well. So managed. So each department head would be in
charge of managing their department and at a pay period and it would just show up for payroll to then be able to either take the uh take the document and move it into um what you call that the
yeah the system or uh you know check check it and make sure everybody is is approved and and um those Those are the major things we want. Um, also, um, we want to be able to have things like the
the I'm not sure what the reporting is done, Betty. Joe, the reporting that we want to make sure they do as opposed to inhouse. Um, what kind of payroll is that called? >> Well, I mean, you'll you mean paying our
taxes and that kind of thing or no? Yeah. So, I mean, we would obviously do the pension report, but we'd want you to do um the tax payments when they're required and due, printing the W2s, the um if you do the ACA forms for us at the
end of the year for anyone with health insurance. >> Yeah. Yep. Are you uh are you part of state health benefits? >> We are not. >> No, we're in a >> We're in the Southern H. >> Yeah. >> Southern. Okay, thank you. Um, your time
system, does that manage your workflow? >> It does not right now. >> So, we're mostly doing that manually. >> That's horrible. >> Okay. How are you doing your scheduling and that kind of stuff? Excel. No, we
use a company called Homebase for scheduling. Okay. And then time management system. >> Okay. >> Yeah, I wasn't either until I saw it. That's why it's actually super easy to use. We only have third
police officer, right? So it's designed for like smaller scale. >> Yeah. >> So with that, we have three basically different types of scheduling. We have a 48 hour work week. We have a 35 hour
work week and we and we have a 12 I don't know how is that. So it's it's a seven hour, an eight hour and a 12 hour >> and a 10 hour. So we have a lot of different uh >> Yes.
>> Okay. Um and how many employees we get to about 50 when you and I talk. Is that is that correct? >> Um parttime fulltime. Yeah, 26. >> No, we have your parks
just the crossing guards. Another one full time total 15 20 22 for the police department. But I mean for the >> how many?
>> 12. I would say 50 is a good number, but I'll I'll respond and tell you more or less. >> Yeah, we can see how many W2s we issued last year. That might give us a good indication as to how many people were paid. >> Okay. >> Okay. Yeah. Well, thanks for that
background. Um, does anybody know Prime? >> No, >> we've been recommended by several other towns. >> Sure. >> About Prime Point. >> Yeah. >> But we haven't >> I've been trying, you know, I know Ray Woods. I've been trying Woods for >> Okay. Uh point we're out of Westampton,
New Jersey. I'm not sure where to look here. >> It doesn't matter where you want. >> We're out of Westampton, New Jersey. Been doing payroll since the 70s. Started as bookkeeping service. kids got off. um
really probably in the last 15, seven counties here in Camden County got 10 clients including Penn on Burlington for
we know New Jersey government. Um, we have a dedicated government service team. That's all they do is New Jersey government. So, we're familiar with your PERS reporting that you mentioned earlier. We'll give you a PERS report that you can key to that in. Um, we can't put that report in. I think
there's only one company that's able to do that state. Um but if you're on chapter 78, chapter 7, uh you know the >> asking that question, if you know chapter 78, will will that be something we have to put in as on a spreadsheet or
>> it's our we did that when I came out 10 12 years ago now. So yeah, you put in the tier the salary. Okay. security chapter 78 that's included
there. Um so our payroll and HR resource management systems proprietary technology we develop in house. Um in addition to new municipalities we go a lot nonprofits. We do a lot of commercial accounts. We have about 2500 clients. Um I started with 15 years ago.
Um I was employee number 30. Now 15 years later 90 employees. So we've been growing pretty well. Um and I principally what I do is New Jersey government. I go to GFOA. Um I don't know Bennett Joe if you go to the GFOA or not but I'm there regularly.
Municipal managers I go to that New Jersey Association Accountants were very active with that as well. Um I participated the league. We don't do much. I'm not sure if you guys do know what it is.
>> Um as far as the payroll, you know, we understand shift tips. We understand alternative pay rates. We understand whatever you want to go through on that. Um so it's you know we we do a lot of salaries. Um our time labor system we
label UKG product their workforce ready product but we sell service and implement that in house. Um I take over that from UK themselves directly. We do a better job of servicing that. Um, you can clock in
on a computer, you can clock in on your cell phone, you can clock in on a hard hardware device if you want that, you know, biometric. >> We had that before. So, we don't want that. >> And we don't want everyone to we want to be able to have the ability someone to
clock in and not be required. >> You you can absolutely do that. Um, and in the system itself, it has a time off request tool. So you would give us your personnel manual, collective bargaining agreement. We would program the rules, whatever they are. You'd have a
conversation with you and say, "Geez, this is what you do." You know, this is how your rules really work. It says they have to give you two days notice. You're not following that or you know that type of thing, right? But it's probably in your contract, you know. So that's kind of
make sure that works correctly. um load the rules in there and when somebody wants time off they can go on to the the time system request the time off individually everyone >> individually go on request time off and then their supervisor whoever it is is going to get
a request says Jerry wants time off go into the system does Jerry have the time a and b you have coverage say your department that'll make it okay for Jerry to take that time off and approve so somebody wants to see their time they can go on their calendar, they can see when they took the time, see when they
got time off, all those things. This system works quite well. Um, you know, if you got anything like top time for DPW, call back time, that kind of stuff. >> Yeah. You know, I mean, we handle that in our system. Um, so you do multiple types of absolutely
absolutely. >> And then is it would it be a a scheduling uh type software option too or >> Yeah. So for DPW it works really well. You know the 7:30 to 3:30 shift that type of thing. If you want the advanced
schedul but it's integrated with our time calendar. So it might have a little bit of advantage of home base type of thing because it's all I can think right now 350 per employee per month additional for that money and
our base time system size $5 per month or something like that but I'll get you a prop on that but yeah so we we know that um very well um we do your W2s we'll do your 1095s um what else you need you know I give
you first report that shows you all the changes in the quarter. So you can report that. Um we'll handle you know garnishment payments and those things if you want us to do that have any trouble with issue right up west you get my office. We do government user
group a couple times a year. We've got one coming up April 30th up at Stone Terrace in Hamilton where we get our clients with 150 our clients and users come together for that. Um, so that's that's the company in a
nutshell and our expertise in the government space. Typically, you know, I would prepare a proposal to get that to you, but also do an online demo via Zoom so you guys can ask questions, see it, see work, see how it goes. We do have an employee app called the employee
experience. So, everybody can get their pays. um see that they get their time system to do that. If they were using specific dedicated time, but for everybody else,
>> do you have any questions, Betty? I just wanted to ask about do you provide like you said you have the employee app like an e-notice so instead of if someone had direct deposit maybe they didn't need the paper you know direct deposit voided check they could
get a PDF of their check each pay and that might cut down on you know mailing or paper or the cost of um processing payroll if that was an option. >> Yeah it's a great question. And I'm glad you did that because you mentioned something earlier about pay Denise that
I want to come back to. Um absolutely. So each pay period you're bi-weekly. Um when you process payroll once that's finalized within two to three hours they can get a text notice or an email that says payroll's been processed. Go in review your check. Um and then they can
you know if there's something that's missed they can come to you and say hey Betty Joe I should have had an extra hour here. I had should have had that. you can get that corrected before the pay period if you need to. Um, they can run reports. So, if they're in front of say an auto dealer or a mortgage broker
and they want, you know, six months of payubs, they can run and PDF those over to the guy. Um, when somebody requests a direct deposit change, um, the employee is going to get noticed that their direct deposit has been changed. We highly recommend that you don't take emails for that. Yes.
>> Lot of fraud. >> Absolutely. I just had a client get hit with that over the weekend and you know it's fine with they do better but um and once that money's gone it's gone. Um but yeah so the app's there they can get their W2 there. They get their 1095s there. Um
they can request changes to tax status direct deposit. They can tell you that their their offices move their home address from point A to point B. Um, what I want to get back to on the pace of least you mentioned this having time on the pace with the time system we
recommend that you don't >> because the time system is real time you know where a payub that's only as good as that. >> Well, if you have the electronic version that would >> I didn't want to promise you something. >> No, but that was just something because
we didn't have that option before see you know exactly how much time we had. So yeah, you can do that. Um, and you're, you know, you would say that you're with USA, which is now assure, um, the implementation is generally six to eight
weeks ahead of when you want to make a transition. Um, we would ask for a username and password. We go into the system. We would get out the demographic data. We take out year-to- date check history because we're going to need that. We'll produce the W2 for next
year. Um, if we're going to be doing ACA, we're going to grab 2025 check history. So, that'll be in our system as well because we need that for ACA purposes. Um, and if you wanted us to bring in, you know, additional years, we could do that as long as it's electronic
format for a cost. Um, additional fee, but it's not bad. Um, our customer service, I said, it's 8:30 and 5:30. We're in West Hampton. Um, you can email us, you can call us, we answer the phone. You know, we're we're similar to USA and we're small enough that people call us and get through as opposed to
the big guys that need reaching 20 30 minutes to get through. Uh and customer service very responsive. I'm the sales rep once you you know once you guys become customer service rep so I stay
involved even though I'm not a technical guy. So >> okay, any other questions Betty Joe? No, I mean that was going to be my next question about implementation and how to get the information over to you. I didn't know if we had to get like new W4s for everyone, but um if you can take
it directly from the old system, that's amazing. >> Yeah. Yeah, we can we can do that as long as we can export it. And that's the they're on the Ashure platform. That's all electronic so we can get reports and stuff out of that one. We may have to ask you to help us get some of the data.
There's anything else you want to keep? Do you um do you use any kind of human resource management system at all? Do you you know for on boarding anybody or keeping certifications, licenses, that kind of stuff? Okay. >> Happy to know there was an option for that. I'm sure that's additional.
>> Well, a couple things. Um a basic on boarding package. So, you hire a new employee in our system. You'll put their name, their email, and their sex. Not sure why sex is required, but it's a great field. You put that in there and then you send them an email that says, "Hey, log in and create your own employee experience account and then
they can complete all that DA and do the W4. They can do their do their direct online." So that's included. >> Yeah. So that's all right there >> and it and it helps >> no room for mistake then or less room >> less room for a state. Yeah. Is that a
four? Is that a five? So I'm not starting again. >> I'm sorry. Uh anyway, um so we do that human resource management system and then we've got places you can keep data but we also have a way that you know if
you want to track licenses I don't know driver license you need that for insurance purposes if you want to have documents online that the employees can see your collective bargain agreement your personal that could be online they can see that in the employee experience so those are all some of the things that
you enhancements that you can add to this and sure some you might find that that that's helpful you might find that down the road if you want to certainly at that time. >> So, so if we say yes, we want to go with the company and we give you that time
period 6 to eight weeks to get everything together. Is there other than the April 30th user group? Is there a time that someone come out and train us or is that how we have to do it? Go through coming to your office and do a
training that way. No, it's typically not either. It's typically a Zoom call. So, we use Zoom all the time. Um, and as far as the training goes, the first processing goes, you know, our staff's going to be in our in our office to do that. Um, we just stay there was a time we used to come out and do on-site
training. But quite frankly, we have better resources when we're in our office and access to our system to make changes than being here because they have somebody here, they talk to somebody back there. Well, yeah, they either got taped back or they're talking there. associated two people whatever on
the phone >> but I would consider that training >> absolutely >> zoom or in person I would consider that >> yeah and we're high touch on now government service teams for individuals service our clients and then overflow goes over major market team my kind of
labor departments I think they're ready employees at this point so they're well staffed as well so >> okay >> yeah so I'm getting a proposal you probably want to see a demo you know, at least what the system looks like. You want to see and if you want to see the schedule, we can back down the back side
of it. We've got probably done. Um, if you were to make a move when you're looking to make a >> second quarter, correct? Sorry, I had a I have to go to my other town, so I'm just going to keep you on
the phone while I drive there. >> Okay, we're we are hoping to be started by June. That would be the goal. >> June, July. >> Well, I mean, right. So, July one would be the right. So, >> April, May,
>> I'm sorry. >> On Friday, I think the first Friday and July is the third. Um if if that happens to line up or it would be a third of the 10th um you know we could do that. We could certainly do it earlier than that. You know if you sometime in May or June and maybe get some of the summer staff
before you know you have to get into that. Um the only thing that happens then is you know you'll have to get some taxes back some of the smaller taxes back from uh shore right now. We got the doubles, but that's a small piece of it. But you
know, other pretty easy. Um, you know, and if you're ready to start before then, it's sometimes easier than trying to start July 4th holiday when you got a holiday right there. Although >> true. So that was we're just we're trying to go quarters. >> Yeah. I mean, that makes it easier, right?
>> I mean, it does and it doesn't. At this point, we import everything. We're going to double check everything that they've done. If we kind of come up with any deltas, we're going to come back to you and say, "Okay, look, you know, this is the way we would have done it. This is the way it's been being done. How do you want to do it going forward?" Um, but
yeah, we we do a real good analysis of your data to make sure that it's clean. We're bringing it over. So, um, >> okay. >> Yeah. >> Well, it'll obviously definitely be >> May, June. >> Okay. All right. >> Yeah. Okay. May June. Okay. Um, as far
as a demo, um, are you guys looking for next week's two weeks out? What's whenever we get coordinated? I need to look at counters back there. You just give me an idea and I choose over. >> Yeah, it's we're Yeah, next week is fine
for most of I would say for anyone. >> Okay, I'll see if I can next week. That's not a payroll week for you. >> Okay, that was this week. >> Okay. Yeah. So yeah, we can do a pretty high level and show you this. Um, obviously I get your references. I don't
know. Um, any Bennett Joe if you know anybody in the surrounding towns here >> who used? >> Yeah. Who used Prime Point? >> Uh, yes. I know the CFO from Pensalen. >> Oh yeah, she's she's, you know,
>> she loves you. >> She's she's a third time user. She was in Eve when I first met her and then she went briefly I think to Hamilton and then she came down with Penn but yeah >> yeah Pen told me about you and um Brooklon Brook and um and I got another
message I can't remember what town it was so I've gotten absolutely we think they're great >> thank you >> me so >> yeah that's you know we team just well you know as a sales guy makes it easy in this vertical I just wish I could bottle
it up and take it over personal where there's a lot of competition. But anyway, but yeah, we've done good. So, I'll look to get you some demo dates for next week. We'll demo the payroll. We'll demo the time system over an email. Denise, um I only have your card, so I'll coordinate through you.
>> Yeah, that's fine. I'll send >> Okay. Yeah, that'll be great. Um but yeah, I appreciate you having me in. Um any other questions? Anything else? >> No, I'm good. >> I'm good. >> I appreciate it. Thank you very much. Thank you for your time. Nice to meet
you. >> All right, I'm shutting you off, Betty Joe. Thank you.