Webinars & Events

Good afternoon, everyone. Good to see the turnout for this. While we're waiting for some people to join, if you wanna put in the chat where everyone's from just as a little fun exercise, that would be great. Kinda gives us an idea of who we're talking to, where you're at. Reno. Houston. Let's hope Houston we don't have a problem. Colorado. North Dakota, Iowa, Michigan. Yeah. Our paperwork works. Okay. Well, it is two o'clock, so we will go ahead and get started so that we can cover everything. Before we get started, a little q and a or excuse me, a little bit of housekeeping. At the top, you are going to find the q and a section. This is where you can actually put your questions throughout the presentation. And then at the end, we will have an area that we will cover those q and a's for you. We will also be recording this today, so we will be providing this to you along with the slide deck when the webinar is completed. So let's let's do a fun little poll. How many years have you been using GP Payroll? I do that. You may not need to. How do I I can't do it. I'm I'm very far away from the laptop, so I can't see what's Alright. That gives us a little bit of an idea of some veterans we've got out there and some others. Today, we are actually going to cover a few of these areas. The goal for today is to explain the value of having an embedded payroll and HR solution within Business Central. What this will do is help you confidently engage with the tools and information to help guide you in a decision on potentially moving your payroll and HR to Business Central. We will cover understanding payroll and HR challenges, guiding a smooth payroll data migration from GP to BC, understanding Integrity Data's payroll and HR products, empowering you with payroll and HR tools. We'll also have a solution demonstration, and then next steps to learn more. So let's do another poll. Who is aware of Integrity Data's VC solutions? Alright. So it's kind of a half and half there. A lot of them have seen them before, some of you have not, and some of you are not sure. So that's a good mix. So we're hoping that by the end of this, you can say, yes, I've seen it. Yes, it looks great. Yes, I wanna move forward. So understanding payroll and HR challenges. We know that payroll is mission critical, and you as GP customers are often comfortable with your current methods and processes. You've learned to navigate some of those nuances to make it fit for your payroll with the GP. When we look across the hundreds of conversations that we at Integrity Data have had with GP customers, there are just a few common challenges and concerns that have been raised. Payroll cannot be treated the same as the rest of the ERP system. You can be a week late paying vendors and get away with it, but you can't be an hour late with your payroll. Data migration is another concern that we hear quite often. We have a systemized excuse me. We have systemized this, and we'll talk about this shortly to give you a little bit more of an understanding. A lot of those complex payrolls which raise perception of risk. You know how you can do it in GP, but will a new system be able to handle those same complexities the way that you're used to them being handled? Manual entries, they're very common in GP. There's always a concern around trying to automate those and the impact that it would have to processes and procedures. Feature parity and confidence in the calculation process, will it be the same? Will it be different? And how will you know? Today, we're going to show you how moving to the business central world with embedded payroll and HR transforms the user experiences, addresses those concerns, and it's exciting about the what what the future can be like. Now just like GP, payroll is right inside of Business Central. There is no more manual entry. Employees get a secure portal for pay statements, direct deposits, updates, self-service changes, time entry, ETO requests. Flow is automatically into payroll, eliminating spreadsheets, and reducing some of those manual errors that are currently being done trying to get that data into GP. Beyond payroll, you gain a full HR life cycle capability, which is our applicant tracking, onboarding. This creates the employee record in the payroll, benefit enrollment, and compliance tracking for certifications in any type of mandated training. Again, this is all in one system. For some of the partners that we have on the call today, this means that you're not just replacing GP payroll, you're delivering automation, compliance, and strategic HR tools that are gonna help save time, reduce risk, improve the employee experience, which is a real value when you're looking at moving from GP, which has some of those pains and nuances, to BC, which you can gain a lot. This slide is actually a quick representation of our full solution stack. We realize it's a little bit in small print, might be hard to read, but you can review this later when we send it to you. We just want you to understand everything, payroll and HR, that is covered by our solution. Just showing that there is no need for another third party solution for a portal or tax filing. It's all handled in a single solution and vendor. Hi. Patrick. If you do you have anything to add on that? Is available. Yeah. Just a quick comment on this. You know, for GP customers, they haven't necessarily had all of this capability available to them through GP. So we want you to understand that this, the solution is stackable. So you don't have to start with it all. Can start with just what you need and add in those other additional components, as needed or when you like. So for example, real common, you know, obviously, the payroll replacement, the employee self-service module is pretty common where it can all be in one system. There's no syncing. It's just automatic. Everything talks to each other. Then, add in the, applicant tracking onboarding if that's a painful process for you. We'll show you some of this when we do the demonstration, but how that then automatically flows data into payroll. Everything can be digitized for their employee's personnel file, all the documents, and everything that you're tracking for those employees. And then flowing through that life cycle, all the other nuances that occur, whether it's employee exiting and walking through that workflow process, whether it's, going through benefit management and open enrollment, etcetera, all those pieces can be layered in. And as Lori mentioned, we we provide all of the tax filing functionality that you can self manage if you choose to, or you can choose to outsource that to our team to manage for you. The same with ACA. So self managed ACA or for, you wanting to get rid of that pain point, you can outsource that to our team. And then lastly, the time management piece. So if you get time clocks, digital time sheets, be that we can either integrate it with your existing solution or we also have a solution that works seamlessly with this. Important to note that the payroll solution or all the solution is for US and Canada. We have customers in both. Obviously, outsourced tax filing and ACA don't apply to the to the Canadian customers, but the rest of the payroll solution embedded with all the capabilities you need for Canada. It's not a US version that's made to look Canadian. It's a true Canadian version with all the proper Canadian forms and things. So if you are in Canada or have customers in Canada, be sure to check us out for that. Thank you. So let's take another poll. How are you feeling about moving from GP payroll to a modern solution? You can just type in your response. If I could interrupt you quickly. Sure. There was a question about garnishments. Yes. I was gonna cover that here in a moment. Okay. You're okay. Very good. Just wanna be sure you saw it. Thank yeah. Thank you. Alright. Thanks for those responses. We appreciate those. The nervous one. Yeah. That that's the most popular one. So I'm not surprised to see some of these responses. Overwhelmed, scared, nervous, excited. I like that one. Excited for the possibilities. Not excited. Well, we're hoping by the end of this that that not excited is gonna be turned around a little bit. So with that, I'm actually going to turn it over to Patrick to discuss a little bit about the payroll data migration from GP to BC. Thanks, Laurie. One of the areas of concern, nervousness, apprehension that we hear the most about from our GP customers is my data. How do I move my data from GP to a new system? And then along with that, how do I orchestrate or coordinate the timing of that data move with switching one system off and one on? So we've done enough of this, and we've worked with GP for a long, long, long time, like like many of you. So we we leverage that knowledge to systemize the movement of this data. And so I'll just talk very briefly about the process and just kind of practical terms. We we start with we know the data structure in GP very, very well. Our team is very versed in that. So we take that understanding, that design, and we look at how you are how you have structured your data. So as an example, you may have hundreds of pay codes. You may have dozens of pay codes. You may have thousands of employees. You may have hundreds of employees. Same thing with your benefits, deductions, all that. So as we analyze that data, then we start the process of configuring the Business Central payroll in a way that it's gonna be able to accept this data coming forward from GP. And so we have templates and tools and all kinds of things available that, make this a lot easier, but your employee data as a minimum comes over. You have the opportunity to do some data cleansing. So maybe it's, I wanna purge out employees that I haven't paid or haven't had active in the system, beyond the last year or two years, whatever that limit is that you want to to have. So that can all that data can stay behind in GP, doesn't need to to go into BC. You may wanna take the opportunity to rework some of your pay codes and benefit deduction codes. You're not limited to six digits, six characters in Business Central. Business Central does allow you to change those codes even after you've used it. So it can be changed later, but often customers will take time to say, you know, I'd like to merge or consolidate these different codes. I'd like to get rid of this one that we haven't used for a long time. So we bring that, we help you through that process along with your partner, and then we we map that data into Business Central. Then we bring in that data forward and including year to date balances for employees, so we're not required to make a migration at just January one. We we migrate customers throughout the year, and we bring those balances forward so that the year to date numbers and quarter to date numbers and everything are correct. So we bring all that over. We do parallel testing in the process against GP. So we'll run at least two payrolls in GP and run that exact same payroll in Business Central. That helps validate the configuration. It helps you learn how to use the system, and it helps make sure that the data that we brought forward is accurate and as it should be. And then from there, we do that final migration of data and balances to make sure everything is correct for those employees, and that has to happen between pay periods when you turn one g p when you turn the GP system off and you turn the VC system on live. Right in between there, we have our final data migration piece. The the heavy lift on that is on the initial front end if you want to do some of this data cleansing. Another question often asked is, well, will I have access to my data? I have to bring it all forward into GP or I won't be able to get to it anymore. That's not necessarily true. Most customers maintain their GP environment so that they can still run historic reporting, not just for payroll, but for all of GP. And then there are options that your partner, Microsoft, have available to move that data into what they call the Microsoft data lake, Microsoft Fabric. There's all kinds of different names there. But in essence, that's moving it into environment where you still have access to it without having to maintain your your servers and and things like that. So you still have access to be able to use it and report on it while you're going forward inside of Business Central. All that to say, this is probably one of the simpler parts of the migration for most GP customers because we've systematized it. Most customers then spend they take that extra time. They focus on learning the new product, understanding it to build that confidence to run the payroll from that point forward. So happy to take questions on this. If anyone wants to put it into the q and a, we'll get time to answer them at the end because we wanna make sure that, you have time to actually lay put eyes on the product. And we're going to hear shortly, I think. Thanks, Patrick. So as he indicated, we're going to actually show you some resources that Integrity Data has out there. But before we cover these, how soon do you plan to make a move from GP to another solution, potentially VC? Looks like quite a few within the next one to three years. That's a pretty fair answer there. Or if I could just Add a note to this. For UGP customers that are not sure, or you're wanting to, make sure you get within the next few years, It's important for you to understand that for those of you that are existing customers of ours on GP, we're gonna continue to support those products. We're gonna continue to support you there, and we are not forcing anybody to move or anything like that. So we just wanna make sure that we're ready, you're ready, and when those two align, then there's a great solution and process here. So, yes, there's this end of life timeline set by Microsoft, but by no means do we want you to feel rushed by us. What I will say is that we see an increased number of customers making the move, And there are what I simply would say are some capacity constraints. There's only so many days in the month and so many months in the year, and the number of customers that are there to make the transition compared to the amount of time starts to put a real constraint on your partner, on on the ISV community. So keep that in mind. As you're making your plans, the sooner you make your plans, the more you can control the timeline. The longer you wait to make your plans, the less likely you'll probably be able to pick your ideal time frame. That's just raw feedback from what we see out there in the market. Yeah. Thank you, Patrick. So listen on this. We have a variety of resources that we have available to help educate you. The recording videos are great to share just to see if you're interested or if you have any questions that can be answered with information within the videos. We also have some case studies from existing customers who are using our solution. Those are always great to have on hand for individuals to see, hey, this is a live person that was in your shoes at one time. They've made the move and they're giving their honest feedback in regards to that. Next, we wanna take another poll. And I know, I swear guys, these help us. Have you seen Integrity Data's BC solution before? There it is. Sorry. It just takes a minute for it to pop up. Great. So about forty five percent have seen it, about forty one percent have not, and twelve twelve percent, you're not sure. So next, we are gonna have Sean show you a small product demonstration of what we actually have to offer. And there was a question out there that April had chimed in on that there was a question about garnishments. And, yes, garnishments are actually covered with the payroll solution. But I'm gonna go ahead and turn it over to Sean. Thank you, Laurie. This one's gonna be pretty quick for y'all. I just wanna be sure that we can hop in and show some products so that way you can get a bit of a feel for it. We have some longer videos out there. And, of course, if you have any questions, we're gonna have some additional resources at the end so you can contact us. But just going through this, we're gonna start here in BC payroll. We always like to start with this because while it is partially the most complicated, it's also one of the most essential because we wanna be sure that you have kind of a one to one transition from GP with having embedded payroll over to Business Central. As you can see, we are directly in a Business Central environment, and I'm gonna be navigating from the full payroll menu here. So we have a lot of experience working with GP clients, particularly in the payroll space. So we wanted to try to take some of the good the GP payroll has and improve on some of the things that maybe, some people might find frustrating. One of those things is having a full menu where you can see everything instead of having to hop around the ERP. Just for today's purposes, I'm gonna touch on the employees and then processing payroll. So for the payroll employee section, this is where you're gonna see your full team of payroll employees. You're going to be able to, interact with anyone on this screen using these options up here. So because this is Business Central, we're using those tools and it's the same sort of experience and environment. That means that anyone that's highlighted is being picked on. So since Pilar's highlighted here, if we go to salary, we're seeing Pilar's salary. One of the other really nice things about leveraging VC is the fact that all of our changes are effective date driven. So you can see we have salaries with different starting dates here. So we're never deleting or getting rid of information, but you can also do things like have effective dates where you can put a salary adjustment in the future, which I actually need to update this one for the third since we're already past that. That same thing applies to bonuses, adding times, having deductions set with that. If we go to our deductions, we can actually see that we do have garnishments that you can set up. We have different descriptions that you can have. You're able to customize these codes if you want. And then the actual setup for the garnishment is pretty cool because you can define what the percentages and orders that the garnishments are set up under. We can also have it instead of going to a general ledger, go to a vendor in accounts payable so that way this specific person's garnishment is going to the right place after payroll is posted. And it'll show there with a case number and a cause number so that way it's anonymous. One of the other things that I love to show while we're in here is just the four zero one k since that can get a little complicated, especially now with some of the changes coming up in the New Year. So if we look at it, not only do we have a deduction starting date, we can even have an end date if you needed to flop over to another policy or something. We can set it with amounts or percentages, and you'll notice that this area is actually grayed out. What's really cool about this is the fact that we're actually updating and maintaining these deduction limits for you. So since this is a cloud based solution, not only are we gonna be able to update things like four zero one k deduction limits and total contribution limits, but we're gonna be updating all of your year end taxes for you as well. So that way you're not gonna have to have any downtime or hop in your system in between Christmas and New Year's and do that big tax load. We're able to set that on your behalf. Another thing that I'd love to say is the fact that the system's really smart. So not only do we have the deduction limit, but we have the total contribution limit. So if they had something like a Roth four zero one k, that will also be contributing to that total limit. This also is already set up to be in accordance with the safe two point o act. So as people go from fifty nine to sixty and those different deduction and contribution limits increase, that's automatically going to be reflected here because we know their age in the system. One last really important feature that I'd like to touch on for the employees are the fact that you can see their posted payroll documents just by clicking on them. You see all those documents here. So we'll go to Pilar's documents and you can see again everything that's been posted for her. And if you click into the document, you can see all of the information from here and you can do things like print the check stub or email it out, reissue a check with a new date, or even reverse this document and its transactions. And unlike GP, it's going to pull everything from the GL and just kinda reset it for you so you're not gonna lose any information. You're not gonna have to reload anything. It'll just push it back so that way you can edit it and repost it. Now speaking about posting payroll, we have a lot of different ways to enter time into the system. You can use our time solution. You can import from another solution. You can copy and paste into an Excel spreadsheet. But regardless of how that time's entered into the system, once you review it, the payroll admin gives it the go ahead. You'll go to batch payroll processing and just click new. You'll select what your pay cycle is and the pay period. In our case, we have data for pay period number nine here. Now you can filter this with different things like, certain payroll calculation formulas. For example, the bonus, you probably don't wanna be taking out your health insurance. And then you can also filter it by things like salary type. So if you just wanted to run a payroll for all of your hourly people for this pay period and then do a separate one for your salary or position code or even just a specific employee. For our purposes, we're just gonna run it with everyone. As you see, we're zero out of sixteen. This is just saying I've paid this person before and I'm gonna skip any of those other notifications. And it takes about a second per person, but this is doing the build and the calculate steps at the same time. So once this is done, we're gonna have a fully built out payroll run ready for you to review that's already calculated. As you can see here, We have all their hours, any things like PTO, and then we have tons of different reports. So you can do a batch register report. You can compare this batch to a previous one, and it'll show you every employee and their earnings deductions and compare it and show you any differences, documents with insufficient net pay, employees not paid, a payroll report. And what's really nice about this payroll report is not only does it show a ton of information, but you can even have custom layouts. But say after doing all that reporting, you notice that something needs to be edited. You can go to the payroll document for the employee here, and this is their live document, and you can make any changes to this document without having to count cancel out the payroll and rebuild it and recalculate it. You can just make that change here, and it's going to recalculate it in the same payroll run. And then if you needed to make a more permanent change, you can go back to the employee card. And if you needed to update the salary, add a deduction, change their withholdings because they updated their w four, you can do all of that. And for this purpose, we're just gonna update the vehicle allowance because it's quick for me. And we will resuggest the lines. And now not only is it set to the change that I had added, but this is a permanent change that's going to be effect for all of the future payrolls. So there's a lot of flexibility here that should save considerable time whenever it comes to processing payroll. So not only should the reporting help make things a little bit easier on the client side, but if you do catch anything, it's gonna be faster for you to fix. John, I can't help but chime in here. Sorry. Go for it. As a long time GP payroll guy, for those people that have been frustrated with rebuilding and recalculating payroll because of those small little changes that all goes away in Business Central because you can rebuild and recalculate a single employee as needed. Sure. You can redo the entire batch if you want, but in that situation where you have that, that last minute change, that last minute, comment that said, oh, wait. Don't forget about my, you know, four hours of PTO last week. All that can be put in, recalculate for that single employee, and continue forward without having to sit and wait for the entire payroll batch to recalc. And for those of you that have any number of employees, you know, that's maybe fifteen to thirty minutes sometimes. And that stacks up when you have to do it two or three times. So that's something that our GP customers are really excited about. And then another thing kinda going back to some of the similar stuff is what you do. So you'll still export that Nacho file for your direct deposit, so you're in control of that. If you have any checks, you can still print them from the system. You can also print or email out from the system any of the check stubs. These check stubs will also show in HR. We'll touch on that here in just a sec. And then once you're ready, you post. And then everything based on those earnings and deductions codes go to your GL and accounts payable accordingly, closes out the pay period in this batch. And then just one thing that I love to show is the tax reporting. So if we go here, we're actually gonna compile and make a nine forty one based off of the ledger information from posted payroll, and it's actually going to build and fill in a nine forty one here for you so that way you're not having to fiddle with all these little boxes. It's ready to go. Same thing with the w twos. It'll just generate it for you. We also have that option of the outsource payroll tax filing that we mentioned before. So instead of going to your ledgers and reconciling everything, you can actually just go here, review the tax liabilities. I know somebody asked about SUDA earlier so you can see that we have that information in. And then once everything looks correct, you just click process, and our team will make those payments on your behalf as well as do those filings as they come due. I think that was a pretty good high level for payroll. Is there anything else you wanna touch on, Patrick? No. I did great. It's very quick. We wanna give you just kind of a snippet there. Again, we have additional videos and, of course, the live demonstrations if you want to learn more. We don't want to go through all the setup information, but if you think about GP and all the things that you really love about GP Payroll, we brought those forward into BC Payroll. And for those things that you thought were a little annoying or were lacking that you wish could be better, chances are they're better in BC Payroll. All of the capability that we added to GP to utilities and and things to expand its functionality, we brought all of those forward inside of Business Central. So for those of you that know, we had licensed, some of our functionality through Microsoft for almost a couple decades. So some of the functionality inside of GP Payroll, like deductions in arrears and overtime rate calculations and payroll integration to payables, etcetera. All of those were actually features that we created Microsoft licensed from us to put inside their product. All those updates you should be getting from us now. If you're not, make sure that you are because Microsoft is not updating them anymore. And all that functionality has been rolled forward into the Business Central solution, so you have everything under the covers there in one solution. Alright. Let's take a quick look at the HR platform. We're gonna start off in the admin view because there's the most to see here, and then we'll go over to the employee self-service. Now from the admin perspective, we can do a lot. So you have full employee management, hiring, onboarding, benefits, expensing. Then once we get to the company side, we have document storage, custom documents, being able to set skills, union information, being able to have your own customer reviews with your own questions associated. So there's a lot here. The big things that we wanna touch on today are job posting, onboarding, and the benefits. So that way you can just kinda see some of that employee life cycle. So what's great about the job posting is that you set your own questions and you create your own application versions that have the questions and the general information you wanna get, like employment history. And then whenever you do go to post a job, you'll actually just fill in things like the description. You'll already link it to the positions in your organization. You'll link the recruiters that you want to see those applicants. And then we even have either an internal job board that you can post this to and then share the link or the QR code. We also have a link with JobKey so you can post this and manage it on multiple websites but from our platform. Once you start getting those applicants, you'll be able to see those if you have access to them here in the applicant tracking dashboard, and you can see what job they're for. Notice that we have this automatic reject button here. That's because they missed one of our knockout questions that you were able to set. So, for example, are you eighteen years or older? If they said no, it'll have reject right there. And then you can just open up their application and review their information here. So we collect things like employment history, education. You have those custom questions, EEO information if you wanted to collect that, and then they can even attach and upload their documents so that way you can see things like a driver's license or maybe their resume and you can just open those up and view them right there. Now once everything looks right and you wanna progress this person, we manage that through customizable workflows that you can update to match your organization structure. So we have things like application complete, scheduling an interview, sending out a job offer, and accepting it. Once all of those steps are completed, you'll start the prep onboarding where you can also select the onboarding task list that you're able to configure. Say if they're a w two or ten ninety nine for the United States here, fill in things like their employee ID and what their position is, and then you just start the onboarding. That's where the admin's gonna fill in things like their start date, their, salary, their benefits information. Once the admin has that filled in, you'll be able to go to the dashboard and see everyone that started the onboarding that's been prepped. And then if we go to somebody that's completed it, not only do you see that we have a native integration with the National Crime Search, but all of their information is also gonna persist. So because they filled it out either during the onboarding prep or even earlier during the applicant tracking, they're not gonna have to fill in their address on everything over and over again. All that information is gonna persist. So we'll scroll down here. We have our welcome note that you're able to configure. We collect their emergency contact information. We can ask more custom questions during onboarding. Then they fill in their w four. Again, all this is gonna be filled in from what they already had on top. We're able to see their dependent information. We collect that signature and date. Same thing with the section one of I nine, and the everification can be turned on with the national crime search. We allow them to be able to connect up to four different direct deposits. That way, we can have them split it as you see up here whether it's a flat amount or a percent across these different accounts each pay period. We can collect a background check authorization and then, of course, we can ask them to upload more documents so that way that can be collected as part of their onboarding. You're also able to set up their user where you specify what their roles and permissions are within this system. And then once everything looks correct, you can click approve. What's great about this is that it can send notifications throughout the system to update and notify other admins of the information that this person's been hired and tell them to do certain tasks. Now as part of that onboarding Sorry. Yes. Sean, key benefit there for for those of you who have a separate who system that you're onboarding through, and then you take that information, you turn around, and you rekey that into GP, that all goes away. This is an automatic flow of that data into payroll, So it is, in in essence, one in set of employee data throughout. But if you're using the applicant tracking and onboarding piece, it will automatically set up the payroll information for that employee for you without you having to rekey it. All their demographic data, their pay history data, once they go through the, BEN admin piece that he's gonna show here, it'll, include the benefits and deductions, all the tax information, etcetera. That's such an important thing to mention because once we get to the employee side, you'll see different things that they might be able to update. This information can be flowing into BC in live time. So if you change their address, if they get a wage increase, if their benefits change in this system, it's also going to be reflected in business central payroll, so you're not gonna have to worry about that rekeying of information like Patrick mentioned. And then just touching on the benefits, as you see, we have a ton of different options for things like passive enrollment, waiting rules, being able to set up your carriers, COBRA. But at the end of the day, the majority of it's gonna be driven from the plan and policy section here where you will set up your different benefit plans individually. So in this case, we're looking at health insurance. So you set up the plan code. Pretty much everything is gonna be driven from the plan and policy type. So, if I update this to a four zero one k real quick, we're gonna see updates to start asking four zero one k questions. We'll just go right back to medical here. And then if we scroll down, what's really neat about this is that we're able to set the individual policy to only look at specific eligibility groups or classes. So you can just have one open enrollment link where you turn on every single one of the benefits that you offer, but it'll only show those benefits to the people that need to see them. So I like to give this as an example of a nonunion health insurance policy, but there might be a different union health insurance policy. You don't need to have a union specific open enrollment. It can just be the same one. We can also attach information regarding the policy that they can see so they can review and compare it. And then, of course, we have free form or age banded information where you can fill in those rates. And, of course, if we go to, like, four zero one k, for example, we're gonna see that those contributions and rates look a little bit different because we have things like the employer match. And then once we go to the open enrollment setup here, you can see we can fill in that introduction and just turn literally everything on and then you can have it set a special enrollment whenever you onboard them. They can send them that link. Now there's a ton of great information in here. We'd love to be able to show you more, but for the sake of time, I'll go ahead and hop out and show you the employee experience real quick. So, again, very similar. They still see the company announcements. They see their information, like their pay history, time off balances, expiring certificates that they might need to be able to fill out again. But what's really neat about this is, again, this payroll section. So, for example, they can submit a direct deposit change request where they can fill in new direct deposit information. And once that's set up and they're happy with it, they can submit it for approval and they can either be denied or approved. And then once it's approved by the right level of admin, it'll go over into payroll for you. So you're not gonna have people automatically messing with things, but you still have employee driven changes. Same thing with the w four. We see that we have approved, rejected, and pending statuses. Whenever they fill the w four, everything persists, and they can just make whatever change they have to, like, their dependents, for example. And, of course, it generates that document, which I love to see. They can also see their pay history here. So all of the pay stubs coming from Business Central, they'll be able to see in this system. It's an older example of a pay stub we had. And then for open enrollment, they'll be able to go here. And in my case, I've already done it. But whenever they click it for the first time, it'll just take them right here and they can see their introduction. They'll see all their information. Again, it persists. They can add or update their dependents so they don't need to do it outside of this. And then they'll be able to see what the cost is with or without their dependents for each plan. And then they can open up any of that information that you have attached to be able to compare and review it. They, of course, can deny plans, have it for just themselves and not their dependents, and then we can have additional beneficiaries that are outside of just their dependents or even remove their dependents as beneficiaries if needed. Primary and contingent, short term disability here, and then, of course, voluntary life where they can select different amounts. Once all that looks good, they can review it, select any reasons for something that might have been waived, see the total cost per paycheck, and then they sign in and it's authorized. Sean, I'll add in a comment here. For those of you looking at this, if you've not had an online enrollment solution before, this is a relatively easy way to extend your portal to handle the online enrollment. The plans that you define and the eligibility rules that you set up control the user experience, so employees only see the options that they have available to them to enroll in. And if you if you don't have short term disability, for example, it it doesn't show on the list for them, so it keeps that process very slim and very easy for that employee to walk through. They can complete get through partway, finish it later, they can do it at home, they can do it on their mobile phone, as they're sitting at the table with their spouse. All of that is the self-service experience that we've tried to design for the, employee portal. There was a question that someone asked. Is is the employee portal a third party solution or part of our solution? It is part of our solution. It's not third party. So it's one set of data. If you change an employee address in BC payroll, the employee will see that change in their portal. If the employee changes it in the portal, you will see that change in BC payroll. There are different workflow approvals for some of those pieces, but it is one one system all flowing and working together. Different experiences for different users. As we say, you don't want employees and or their managers logging into your payroll system to enter a performance evaluation. Right? Alright. Keep them out of that, and we'll keep them in their contained areas. So that's why we create these interfaces that are more usable and more user friendly for that, for those different personas. Thank you very much. Just wrapping this up. I wanna show a couple of different quick experiences for the time clock that we offer. Again, you can absolutely use this. You can always grow into it. You can use a different solution. We just like people to know that this exists, especially because we have a lot of conversations very regularly where people might be using Excel spreadsheets or maybe just some systems that they're not particularly happy with. So what I'm gonna show you is two different time clock experiences for two different employees in the same company so that way you can kinda get an idea of how this can be configured and set up. First, we'll show one where it's just a normal clock in experience. So the employee logs in with, like, their ID. They have the option to start their shift. We ask them in this case to collect information. You can disable this. You can ask for up to nine pieces of information. Whatever you would want makes most sense for the business. Same thing down here, leave for lunch, return, leave for break, return. You can remove all these different buttons so that way it's just this little experience up here. Whenever it's time for them to end their shift, they can just end it. They see that punch was accepted. If you wanted them to, they can view and submit PTO requests. So real quick, they can just add the date, say if it's all day or not, select the start time. We'll say it's like twelve and then number of hours or we'll say it's a test. And then they can see their PTO bank and the amount of time left. Generate that request. Once everything looks right, they can confirm it. And then now you'll see that they have that request and it's pending. They can also edit or delete it here. In this case, we're already approved to be sick that day, so we're gonna remove that. And then the employees, of course, can see everything just in the list view instead of a calendar view. Now if we hop out and we go to a different time clock experience, this one's gonna have it set. So instead of them having to clock in and out all the time from the system, it's very common that people just need to enter their time. So we'll just go here and, again, it requires that we have it set to require that we fill in information. We can disable that for you, but they can just go through and type in eight eight eight. They can also load a template where it fills in that information for you and, you know, they can get really particular with it. They can say, like, one hour or point five hours or something. And then once that's added, they can add another line item where they fill in additional information if you needed to break that down. So this is just kind of a quick high level of the different things that employees can do, but you can absolutely have this be set and updated so that way it's just the information that you need and it's not going to be, you know, a a one size fits all experience. So this is something that's highly configurable even within different employees in the company. Alright, Sean. Thanks for the, the high level quick walk through, giving everybody somewhat of a sneak peek there. Just to reiterate, everything is designed to eliminate manual or reentry duplicate entry. So the the benefit information, the time data, all of that flows straight through into into payroll without you having to rekey all of that. So real quick, we've got some time set aside for some q and a. Before we jump to that, we've got a slide on kind of a process here. So if you think of you're you're sitting there thinking, okay. Well, I'm not sure kinda where to go. I'm not sure if this will work for us or if it'll handle our unique situations or not. How do I evaluate further? What's that process look like? This is just an outline of the process that we walk customers through, to help you make decisions for your organization. It's this is not a selling process. This is helping you make that decision. This has been developed from our experiences working with thousands of GP, payroll, and Dynamics customers over our twenty nine years in business. And it is important to note, we only work with Microsoft Dynamics customers, so you are our niche market. So everything that we do is tailored specifically to you as a Microsoft Dynamics customer. So just very quickly, we gather some initial information from you. We walk you through this discovery conversation. What are those things that are unique to your business? What takes time that you wish didn't take time? What works really well? What do you wish worked better? We provide you a product tour video along with others so that we don't have to make you sit through long boring product demos for things you don't care about. We may just even what we showed today, maybe time entry is of no concern to you right now. Great. Just let us know and we won't waste your time looking at that. When you look at that product tour video, you can decide what parts of that are of interest to you and that you want to drill in further, make a note of your specific questions, and then we'll do a live demo. We'll walk through with you, address those specific questions. We try to find those key three to five main points that you want to make sure are addressed and then cover those in that live demonstration for you, show you how the new system can handle that. Of course, then once we know what pieces you need, we can help you with pricing and kind of review that with you. You know, Microsoft says there's there's no payroll in BC. Well, there's no Microsoft payroll in BC. They asked us to put this together for them and offer it under our brand. The unfortunate part of which is a great thing for you because we have lots more functionality. The unfortunate thing is many of you have not really paid for payroll, from Microsoft. And, unfortunately, when it's offered by us, we actually have to charge something. So we'll work with you on that to establish the pricing and help you know what that looks like. And then we have a very simple agreement process that kicks into to electronic signature, and then you get for go forward into scheduling, what we call our kickoff, and then your implementation. And as we jump to q and a, there was a question from someone about the process of migration. So I'll I'll since that tails into my last comment there, I'll just go ahead and address that. They said we use GP for GL, financials, and payroll. We would migrate to BC in stages or all at once. Will this be a nightmare? Well, it's our job to make sure it's not a nightmare for you. We have customers that migrate all at once. We have customers that migrate payroll, then the rest of their financials, and we have customers that migrate financials and then payroll at the end. A lot of it depends on your organization size, your resource availability, your capacity. We typically say it's about ninety days on average for the payroll side of it that we'll work with you and your partner on to make sure that that is everything is migrated and you're up and going. So that process, if you decide you wanna migrate everything at once, then you you you set it up with your partner. We layer in the project management so that, you know, people like your partner and us aren't fighting over your time. It all flows together. So it's an orchestrated event. They have their challenges at different times based on schedules, but we have to respect that you're still trying to do payroll, get it out the door so we, schedule accordingly. There's a lot of questions that have been asked, so I'm gonna we've got a few minutes left. I'm gonna rapid fire through them if that's okay with everyone. So just hit a few of these. Is the outsourced tax filing an integrity data product? Yes. That is all us, so it's all through us. So you only have one vendor to deal with. Outsourced tax filing is optional. You can add that in. Our team will take care of remitting your federal, state, and local taxes for you. Once you release it to us, you're done. Our team does the rest. We'll also do the quarterly nine forty one reconciliation and prep for you, and then you're in prep as well. So it's a very, very simple process for you. Is the employee portal, part of the solution or a third party? Address that one earlier. It is part of the solution. It is not a third party. Are BC users required for self-service? No. We do not require Business Central user licenses, whereas you think of GP users, we don't need those users for employees or managers accessing self-service. Can you handle all tax filing requirements? Yep. That's the federal, state, local garnishments we talked about. Yes. We do have inside the system. It will manage the garnishment calculations, the limits, the withholdings, the sequencing, and then also create that AP voucher for the remittance of that garnishment payment to, say, the court that issued that. Do you integrate with PMX eRecruit as an ATS? There was also another question. If you already have an ATS, is there an easy integration? We do not have a baked in integration to eRecruit because we have our own ATS. Let's not say it couldn't be done. So as related to that, is there an easy integration? Easy is all a matter of perspective maybe, but, the entire solution has APIs. So, getting data in and out of the system is much, much easier than what you're used to doing with GP. The APIs allow data to flow in, flow out. There's mass export and mass import capabilities. So that ATS integration would just have to be evaluated and see what pieces you're looking for. It's that is not a a a rare thing. We have done that before, but each ATS is a little bit different. So, yes, there's mechanisms to allow that. Deductions and taxes tax updates, how and when do they happen? We push those deduction limit updates, those tax updates out as they are released and approved by the taxing jurisdictions. If you have a local taxes, we also have an automated local tax lookup tool that allows you to select the local tax based on or the system will recommend the local tax based on the address, whether work address or residential address, and it will maintain those local tax rates for you automatically. No more big year end, back everybody out, load updates, year end updates, and all that good stuff like you do in GP. It just loads for you automatically. You get notifications of when those are occurring. And if you have things that you wanna test in a test environment, you can do that before, putting in in production. Is customer support outsourced? Nope. We manage all of our own, support. We are, North America based, so US and Canada where our resources are. And here's one. If we use a broker for benefits, can these be updated via integration, or would it have to be a manual adjustment in VC? We do have the ability to connect electronically to brokers. It's an add on option, so not everybody needs that. But, yes, absolutely, so that that data is sent, say, at the end of open enrollment. All of that election data is transmitted electronically to your different brokers. If you are not using a broker, if you're using a benefit enrollment tool such as employee navigator is a common one, Keep it if you like it, and if it's cheap, keep it. You know, that's the best solution for you. Maintain that. We'll figure out with you how to get that data from them into the system so, again, you don't have to rekey that, particularly on your open enrollment. So think about that. At the end of the year, you're trying to get all those benefit and deductions updated between that last payroll of December and that first payroll of January. We want all that to go away. It can be loaded when it's ready. Effective date driven can be done. Hey, Patrick. I wanted to chime in and actually have you speak to this last question that was just asked because I think it's a great one to end this conversation with. K. And that one is I didn't see that one. Okay. What are the biggest benefits of switching to BC now? Biggest benefits. It's a great question. So when you think of the things that you're doing that you spend a lot of time on, things that are, like, manually keying in data, tracking PTO and Excel, any of those systems that are what we call disparate. It's a decentralized data that only that one person knows how to access it. It's not network ready or shared. It's not secure. We don't we don't know where it is. If something happened to to Betty, we no one else knows how to do that. Those are the things that we try to identify as a way to get moved into Business Central to automate those and systematize it so that those points of vulnerability go away doesn't mean that the responsibility of that those tasks goes away from anyone, but at least it's in a centralized environment. The remote workforce, for those of you that have remote workforce, you know, it becomes a a challenge to get data flowing back and forth, push data out to them. This is tremendous opportunity for that. The business central environment is a phenomenal platform for you in that its accessibility of data. All of our data sits with inside Business Central. It's not sitting outside in a a third party application where you can't get to it or you have to contact them to be able to generate a report for you, you have complete control over that. All of the data sits inside of BC, and Microsoft has created some phenomenal tools for you to analyze the data and report on that data. Tools like analysis tool, analysis mode. Think about this. You want every time you're on a payroll, if someone has overtime hours greater than five, you want it to tell you that's easy to set up inside of Business Central. You don't have to search through that calc checks report page after page looking for those things. The system can tell you those things. All you have to do is give them instructions on what you want. They have power platform. So if you wanna create custom workflows, you wanna create dashboards and analysis of data, you want to take this report, looks great on the screen, you can hit one button and it pushes it to Excel. And then from there, you can add charts, do whatever else you want to it. And then the Copilot, the AI functionality, if and when you're ready for that, you can give the system instructions through natural language and say, show me everywhere that show me each employee with the last name of Smith, and it'll pull them all in for you just that quick. Tremendous, tremendous time saving capabilities there. Layer that on top of Microsoft offering incentives to you as a customer to their bridge to the cloud program. Talk to your partner about this because there are there are tools out there. There are programs out there. We even have some available through partners that help ease that migration. That bridge to the cloud program for Microsoft allows you to transition your licensing and your cost so that it's it's not as abrupt, giving you access to both systems while you make your migration. So lots and lots of capabilities there. And then last comment that popped into my head on that is timing. You know, not everybody can say, okay. We're ready to go. Let's start tomorrow and get this done. We have seasonality to our business. The best time for us to start this would be in the summer. Well, you can book your time now to be scheduled for your project in the summer. So we typically are running about a quarter, sometimes a little bit longer in our scheduling. So for example, if you said today, it would be q two before we would start your project simply because of the backlog. Those are the types of things to keep in mind as you're looking at and evaluating your time frame right now. I know I threw a lot at you all one time. Yeah. We apologize. We went a little bit over, but we hope that you found it beneficial with those q and a. We will try to look through those. Just make sure that we've answered all of those and make sure that we didn't miss anything in there. I don't believe that we did. So we wanna thank you all for attending, taking time out of your busy day to allow us to show you the GP to BC information that Integrity Data has to offer. And if any of you are ready to get shot get started, please feel free to share your information by submitting a contact form, and we provided that link here. And again, we will be providing you a recording of this, which will actually have all of these slides in it, and you'll have links to all of those resources as well. Again, everyone, thank you so much for joining us today, and feel free to reach out with any additional questions. We hope you all have a great day.