1 00:00:00,200 --> 00:00:03,280 HR isn't just about policies and payroll, it's about people. 2 00:00:03,520 --> 00:00:06,120 But when our tools are clunky and disconnected, it's hard to 3 00:00:06,120 --> 00:00:07,760 stay focused on what matters most. 4 00:00:07,760 --> 00:00:10,320 And I think we can all agree that people matter most. 5 00:00:10,320 --> 00:00:12,920 That's why we listen to my podcast in the 1st place, I 6 00:00:12,920 --> 00:00:15,600 hope. And this is ultimately why I'm 7 00:00:15,600 --> 00:00:18,560 super excited to tell you about Intuit QuickBooks Payroll. 8 00:00:18,840 --> 00:00:21,920 QuickBooks Payroll isn't just for accounting and it will 9 00:00:21,960 --> 00:00:25,320 totally help you manage it all. QuickBooks Payroll brings 10 00:00:25,360 --> 00:00:28,280 everything together. 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Welcome to the Bringing the 31 00:01:25,240 --> 00:01:27,240 human back to human Resources podcast. 32 00:01:27,560 --> 00:01:30,400 I'm Tracy Chernoff, and I've spent my entire professional 33 00:01:30,400 --> 00:01:34,120 career in HR Each week, we'll explore the delicate balance 34 00:01:34,120 --> 00:01:37,680 between people and business with the aim to reconnect the two and 35 00:01:37,680 --> 00:01:40,880 create meaningful outcomes. Listen in as I share my own 36 00:01:40,880 --> 00:01:44,680 experiences, challenge the status quo, and chat with guests 37 00:01:44,680 --> 00:01:47,720 from various industries about our mission to bring the human 38 00:01:47,720 --> 00:01:50,560 back to human resources. Hi everyone, welcome back to the 39 00:01:50,560 --> 00:01:52,200 podcast. Thank you so much for being here 40 00:01:52,200 --> 00:01:55,000 for another week. And this week we're talking a 41 00:01:55,000 --> 00:01:58,520 lot about expanding hiring beyond the US borders, which 42 00:01:58,760 --> 00:02:05,200 tends to be a pretty important, an interesting critical topic, 43 00:02:05,200 --> 00:02:11,000 especially considering so many people kind of react to that, I 44 00:02:11,000 --> 00:02:14,360 guess that topic sometimes with a little bit of fear, a little 45 00:02:14,360 --> 00:02:16,160 bit of uncertainty. And so we're going to talk a 46 00:02:16,160 --> 00:02:21,120 little bit about why expanding beyond our, you know, maybe even 47 00:02:21,120 --> 00:02:24,160 our local borders is a really good strategy for business. 48 00:02:24,160 --> 00:02:27,960 So first and foremost, let me introduce to you my guest for 49 00:02:27,960 --> 00:02:31,840 this week, who is Laura Tolhok. She is the Founder and Principal 50 00:02:31,920 --> 00:02:35,360 Consultant at Essential HR, where she leads a team of 51 00:02:35,360 --> 00:02:38,800 experts delivering clear results focus solutions to businesses 52 00:02:38,800 --> 00:02:41,520 facing HR challenges. With over 20 years of 53 00:02:41,520 --> 00:02:44,560 experience, Laura has helped companies in the restaurant, 54 00:02:44,560 --> 00:02:47,280 food service and retail industries improve performance 55 00:02:47,280 --> 00:02:50,000 through pragmatic, high volume decision making. 56 00:02:50,360 --> 00:02:54,240 As a Certified HR Leader, or CHRL, Laura specializes in 57 00:02:54,240 --> 00:02:57,640 guiding managers through complex HR issues, providing actionable 58 00:02:57,640 --> 00:02:59,800 solutions, and building confidence in the team. 59 00:03:00,120 --> 00:03:03,800 In the teams her company works with, she thrives navigating 60 00:03:03,800 --> 00:03:06,720 complex issues that arise in fast-paced industries and 61 00:03:06,720 --> 00:03:10,280 recognizes the tenacity required for a company, large or small, 62 00:03:10,480 --> 00:03:13,080 to be successful. Laura, thank you so much for 63 00:03:13,080 --> 00:03:15,040 joining me this week and for being here. 64 00:03:15,040 --> 00:03:17,960 Really appreciate it. Thank you for having me. 65 00:03:18,240 --> 00:03:22,320 Of course, And you know, I, I, you heard what I kind of let off 66 00:03:22,320 --> 00:03:26,560 with a lot of people do kind of feel this sense of fear. 67 00:03:26,560 --> 00:03:30,480 Oh my gosh, am I going to lose my job by via outsourcing? 68 00:03:30,720 --> 00:03:32,720 This is something I hear a lot about. 69 00:03:32,720 --> 00:03:36,200 I've heard it throughout my experience as an HR professional 70 00:03:36,200 --> 00:03:41,440 myself, where I've seen jobs go from US based roles to outside 71 00:03:41,440 --> 00:03:43,520 of the US. And so we are going to focus 72 00:03:43,520 --> 00:03:46,920 this conversation on Canada because that is where you are 73 00:03:46,920 --> 00:03:48,400 and that's your area of expertise. 74 00:03:48,400 --> 00:03:52,120 But what is your initial thought around that that that sense of 75 00:03:52,120 --> 00:03:55,880 fear and uncertainty that people have with regard to talent 76 00:03:55,880 --> 00:03:57,880 expansion, so to speak, in global hiring? 77 00:03:58,280 --> 00:04:01,160 Yeah, especially in this day and age where people are looking for 78 00:04:01,160 --> 00:04:03,200 new markets, right? Companies are looking for new 79 00:04:03,200 --> 00:04:05,320 markets. They've expanded where they are 80 00:04:05,320 --> 00:04:07,520 and they're finding opportunities in different 81 00:04:07,520 --> 00:04:10,400 countries. So specifically, you know, with 82 00:04:10,400 --> 00:04:13,840 our friends South of the border, Canada's really close now, 83 00:04:14,160 --> 00:04:18,240 political issues aside, typically it's been a very easy 84 00:04:18,240 --> 00:04:20,519 relationship. So a lot of companies from 85 00:04:20,920 --> 00:04:25,000 Canada are opening up operations in the US and vice versa. 86 00:04:25,480 --> 00:04:29,160 And So what we've been seeing on the Canadian side is a lot of 87 00:04:29,160 --> 00:04:34,560 people being hired by U.S. companies using USHR principles. 88 00:04:35,480 --> 00:04:39,040 And I can, I can name actually three people off the top of my 89 00:04:39,040 --> 00:04:40,680 head where they're like, hey, can you take a look at this 90 00:04:40,680 --> 00:04:44,400 offer letter that I got? And when it comes to employment 91 00:04:44,400 --> 00:04:50,560 law, even though the imaginary border is very thin, the 92 00:04:50,560 --> 00:04:52,800 employment law is very, very different. 93 00:04:53,320 --> 00:04:58,160 Canada works on a very big risk management in when it comes to 94 00:04:58,160 --> 00:05:00,360 employment law and employment contracts. 95 00:05:00,880 --> 00:05:03,080 And so we thought what a great opportunity it was to start 96 00:05:03,080 --> 00:05:07,040 talking to, you know, our HR friends and so to the border to 97 00:05:07,040 --> 00:05:11,040 say, Hey, guys, you guys know your systems in your state and 98 00:05:11,040 --> 00:05:13,840 in your country. Let us tell you a little bit 99 00:05:13,840 --> 00:05:15,960 about what's going on here because we want to help you 100 00:05:15,960 --> 00:05:20,080 protect your businesses when you need to find salespeople in 101 00:05:20,080 --> 00:05:23,240 Ontario or when you need to find, you know, boots on the 102 00:05:23,240 --> 00:05:26,840 ground in Alberta because it's a bit of a different game here. 103 00:05:26,840 --> 00:05:31,240 And we want to make sure you're covering your butt, especially 104 00:05:31,360 --> 00:05:33,000 at the start of the relationships, which is 105 00:05:33,080 --> 00:05:35,240 employment letters and employment contracts. 106 00:05:35,680 --> 00:05:39,920 Yeah, definitely. I worked at a company that had a 107 00:05:39,920 --> 00:05:46,240 pretty large cohort in Canada. We had operations in Canada, 108 00:05:46,240 --> 00:05:48,480 stores in Canada. I worked in retail at the time 109 00:05:48,880 --> 00:05:53,800 and I learned so much about employment law there and so much 110 00:05:53,800 --> 00:05:56,720 about managing a workforce in Canada. 111 00:05:57,120 --> 00:06:01,040 And it is very different. And you'll hear, I'm sure you've 112 00:06:01,040 --> 00:06:05,160 heard this, a lot of Americans will compare British Columbia, 113 00:06:05,400 --> 00:06:08,320 the province of British Columbia to California in terms of 114 00:06:08,320 --> 00:06:12,880 employment law and Ontario, the province of Ontario compared to 115 00:06:12,880 --> 00:06:16,960 New York in employment law. And I think for those who are 116 00:06:16,960 --> 00:06:19,880 listening who haven't had experience or exposure with 117 00:06:20,200 --> 00:06:24,840 Canadian provinces, you know, there's, so there's like there, 118 00:06:24,880 --> 00:06:27,680 there's a local law just like we have in the US And then there's 119 00:06:27,680 --> 00:06:31,400 a provincial law just like in the US, if we consider state to 120 00:06:31,400 --> 00:06:34,440 state law and, and differences there. 121 00:06:34,600 --> 00:06:38,040 And then of course you have the, the national level laws. 122 00:06:38,400 --> 00:06:41,080 And it's really interesting because you know, of course 123 00:06:41,080 --> 00:06:45,600 we're all part of North America, but the laws are so different 124 00:06:45,600 --> 00:06:49,600 and the rights for employees are so different and there is a 125 00:06:49,600 --> 00:06:51,720 difference in terms of the exchange rate too. 126 00:06:52,000 --> 00:06:56,000 So there is sometimes this, I know we'll talk about the pros 127 00:06:56,000 --> 00:06:59,520 and cons in terms of this global expansion beyond the US, but 128 00:06:59,840 --> 00:07:03,560 there is sometimes an added benefit for US based companies 129 00:07:04,040 --> 00:07:06,640 to find really strong talent just as they would find in the 130 00:07:06,760 --> 00:07:09,960 US but at a lower price point in Canada. 131 00:07:09,960 --> 00:07:12,000 And obviously that happens in other countries too. 132 00:07:12,000 --> 00:07:16,560 But in Canada you have similar to the US like talent across the 133 00:07:16,560 --> 00:07:21,160 board and and again sometimes at that lower price point because 134 00:07:21,160 --> 00:07:23,640 of the cost of living differences and. 135 00:07:23,640 --> 00:07:26,920 Overall salaries which we can get into right in a little bit 136 00:07:26,920 --> 00:07:28,480 of. Exactly. 137 00:07:28,800 --> 00:07:32,040 You know, I'm curious when, when it comes to a company that is 138 00:07:32,040 --> 00:07:37,920 like thinking of establishing a business entity or operations in 139 00:07:37,920 --> 00:07:41,720 Canada, what are some pitfalls that they need to think about 140 00:07:41,720 --> 00:07:43,200 or, or maybe it's not even a pitfall. 141 00:07:43,200 --> 00:07:47,480 What are, what are things that they need to know could impact 142 00:07:47,480 --> 00:07:50,320 their operations? I asked this because the at the 143 00:07:50,320 --> 00:07:53,480 start of my career, I worked in Target and Target at one time 144 00:07:53,480 --> 00:07:57,120 did attempt to expand to Canada and it didn't work. 145 00:07:57,280 --> 00:07:59,200 They, they tried it, it didn't work. 146 00:07:59,200 --> 00:08:01,800 They pulled out of Canada. We were so sad about that. 147 00:08:02,120 --> 00:08:07,400 We still are sad, I know. I'm honestly, I'm kind of sad 148 00:08:07,400 --> 00:08:10,000 about it because it's like one of those things where it's like 149 00:08:10,000 --> 00:08:13,080 if Target doesn't can't do it like you can, right? 150 00:08:13,080 --> 00:08:15,760 But The thing is, you can like they, they could. 151 00:08:15,960 --> 00:08:19,600 I think it, it sounds, it seemed to me at least, and it sounds as 152 00:08:19,600 --> 00:08:24,400 I reflect on this, that the there wasn't a clear from their 153 00:08:24,400 --> 00:08:25,880 perspective. I'm totally assuming here 154 00:08:25,880 --> 00:08:27,400 because I was not involved in the project at all. 155 00:08:27,400 --> 00:08:32,360 I worked in stores in New Jersey that they potentially did not 156 00:08:32,360 --> 00:08:36,120 have a full understanding of all of the operational differences 157 00:08:36,200 --> 00:08:39,480 in Canada versus in the US And I think one of the challenges was 158 00:08:39,480 --> 00:08:47,360 distribution and also the the actual ability to get product 159 00:08:47,360 --> 00:08:51,640 from one place to another, you know, and all of that so. 160 00:08:51,960 --> 00:08:54,440 I think in that case, from from what I understand, it was in 161 00:08:54,440 --> 00:08:57,040 stock positioning because you go to Target to buy one thing, but 162 00:08:57,040 --> 00:08:59,240 you come up with eight. And if there's not seven other 163 00:08:59,240 --> 00:09:01,280 things on the shelf that you didn't know, that you didn't 164 00:09:01,280 --> 00:09:05,000 need or that you did need, then you're not doing the you're not 165 00:09:05,000 --> 00:09:07,520 doing Target, right? Because I agree. 166 00:09:07,800 --> 00:09:10,320 I agree. So, yeah, no, we were very sad 167 00:09:10,320 --> 00:09:14,320 about that. But there is a marked difference 168 00:09:14,320 --> 00:09:19,960 in how the employment relationships are to start in in 169 00:09:19,960 --> 00:09:23,400 Canada. So some of those pros that we're 170 00:09:23,400 --> 00:09:25,840 talking about, why would you come across the border? 171 00:09:25,840 --> 00:09:28,400 Why would you be looking for talent in Canada? 172 00:09:28,400 --> 00:09:32,640 So like we said, if I were to start hiring and recruiting 173 00:09:32,640 --> 00:09:39,560 somebody in Utah, I don't really know the culture and the systems 174 00:09:39,640 --> 00:09:44,200 that people go to. So for example, in Ontario, if 175 00:09:44,200 --> 00:09:46,960 you're looking to hire somebody and you want to post a job, 176 00:09:47,200 --> 00:09:51,760 you'd go to Indeed. That's just how it is. 177 00:09:51,760 --> 00:09:55,800 I don't even like Indeed. I can try eight other job boards 178 00:09:55,800 --> 00:09:59,840 that I actually prefer. But I know as the candidate say, 179 00:09:59,840 --> 00:10:00,760 where do you go to look for a job? 180 00:10:00,840 --> 00:10:02,680 It's Indeed. I don't know where they go in 181 00:10:02,680 --> 00:10:05,880 Utah. So when you start that 182 00:10:05,880 --> 00:10:07,720 relationship, you're like, where, where are people going to 183 00:10:07,720 --> 00:10:12,680 go look for these roles? The second piece of, of why 184 00:10:12,680 --> 00:10:17,480 you're looking to understand the cultural differences is the way 185 00:10:17,480 --> 00:10:21,800 people interact is going to be different based off of geography 186 00:10:21,800 --> 00:10:25,960 and based off of relationships. And, and for the most part, 187 00:10:25,960 --> 00:10:29,320 we're a pretty friendly country, but it's a lot easier when 188 00:10:29,320 --> 00:10:32,440 people already understand the tone and the pace of the 189 00:10:32,440 --> 00:10:35,520 operations. If you go out east to Halifax, 190 00:10:35,520 --> 00:10:38,320 Prince Edward Island, New Brunswick, slow your roll 191 00:10:39,000 --> 00:10:42,200 because nothing goes fast out in those provinces. 192 00:10:42,760 --> 00:10:45,520 If you're downtown Toronto, you're wondering, you know, what 193 00:10:45,520 --> 00:10:47,760 happened in the last five minutes because it's gone. 194 00:10:47,760 --> 00:10:51,400 And, and I remember being at a, a Starbucks a couple years ago 195 00:10:51,400 --> 00:10:54,760 out out east and being like, wow, like we're really not going 196 00:10:54,760 --> 00:10:57,800 anywhere fast today. And that's just a culture. 197 00:10:57,800 --> 00:11:00,840 So if you don't understand that and you come in as a as a High 198 00:11:00,840 --> 00:11:03,480 Roller and let's get things done, you're going to miss the 199 00:11:03,480 --> 00:11:07,440 mark in terms of the overall pace of the province. 200 00:11:08,920 --> 00:11:11,320 So there's a few things that you're looking at that just give 201 00:11:11,320 --> 00:11:16,200 you an advantage to hiring from from local talent. 202 00:11:17,360 --> 00:11:23,280 The other piece to this is that what we've seen when people are 203 00:11:23,280 --> 00:11:26,840 hiring Canadians for American companies is they're still using 204 00:11:27,240 --> 00:11:30,640 American employment contracts. Oh, big mistake. 205 00:11:31,400 --> 00:11:34,720 Employment contract law in Canada is so sticky. 206 00:11:34,800 --> 00:11:37,320 I mean as nature professional, we don't even like it because 207 00:11:37,320 --> 00:11:40,080 we're like, well everything can change on a dime. 208 00:11:41,320 --> 00:11:47,000 Termination contracts in Canada are very, very particular. 209 00:11:47,440 --> 00:11:49,320 So we don't have at will employment. 210 00:11:50,200 --> 00:11:56,240 I It is actually quite costly to terminate people in Canada if 211 00:11:56,240 --> 00:12:00,560 you don't have a really strong employment contract with a 212 00:12:00,560 --> 00:12:03,080 really strong termination clause, right? 213 00:12:03,200 --> 00:12:07,560 And things in your employment contract can outright discount 214 00:12:07,560 --> 00:12:10,440 your whole employment contract. So if you have a few words in 215 00:12:10,440 --> 00:12:14,520 there, for example, like drug testing, if you say you know 216 00:12:14,520 --> 00:12:17,720 you're subject to drug testing in your employment contract in 217 00:12:17,720 --> 00:12:21,160 Canada, it negates your whole employment contract. 218 00:12:21,640 --> 00:12:23,960 So you might as not have one at all. 219 00:12:24,680 --> 00:12:26,120 And then things turn to common law. 220 00:12:27,000 --> 00:12:30,560 So common law in, in, I don't know if you guys use that term 221 00:12:30,560 --> 00:12:32,520 across the border, but we do. We do. 222 00:12:33,040 --> 00:12:35,320 Yeah. So now you're not looking at one 223 00:12:35,320 --> 00:12:37,440 or two weeks pay in lieu of notice. 224 00:12:37,800 --> 00:12:42,240 You're looking at months on end. And it's really up to the courts 225 00:12:42,240 --> 00:12:45,360 to decide what you should be paying this person based off of 226 00:12:46,160 --> 00:12:50,920 age, seniority, their, their level within the organization. 227 00:12:51,600 --> 00:12:55,000 So everything starts with that employment contract. 228 00:12:56,240 --> 00:12:58,920 So sometimes we've seen people come to us and like, hey, can I, 229 00:12:58,920 --> 00:13:01,080 I just got this job. Can can you show me? 230 00:13:01,240 --> 00:13:02,600 Can you take a look at my contract? 231 00:13:02,600 --> 00:13:07,760 I was like leave it, leave it as is because this is like this. 232 00:13:07,920 --> 00:13:09,280 Nolan Void. Basically, it's Nolan. 233 00:13:09,320 --> 00:13:11,600 Void here. So if anything happens to you as 234 00:13:11,600 --> 00:13:14,880 an employee, you got a ticket to write for yourself here because 235 00:13:14,880 --> 00:13:18,800 you can really go after what what you want as an employee, 236 00:13:19,240 --> 00:13:24,720 which is the second piece of the whole aspect is employees are 237 00:13:24,720 --> 00:13:28,040 given the benefit of the doubt and the bias. 238 00:13:29,600 --> 00:13:33,680 It's not it's not employer driven, it is employee driven. 239 00:13:34,120 --> 00:13:38,440 So courts always side to the employee and that's why that 240 00:13:38,440 --> 00:13:40,080 relationship has to start out well. 241 00:13:41,080 --> 00:13:43,240 Right, right. No, that's really helpful and 242 00:13:43,600 --> 00:13:48,240 it's interesting because pretty much every state except for a 243 00:13:48,560 --> 00:13:52,320 handful in the United States are at will states. 244 00:13:52,640 --> 00:13:58,440 So it's a very different experience while as as true as 245 00:13:58,440 --> 00:14:01,080 it is that, you know, employment can end in the United States at 246 00:14:01,080 --> 00:14:04,520 any time when you're in an Atwell state, there is of course 247 00:14:04,680 --> 00:14:08,920 this litigiousness associated. And so companies are always 248 00:14:08,920 --> 00:14:13,840 advised to make decisions that have support that's sound in 249 00:14:13,840 --> 00:14:16,640 terms of whether it's documentation, conversations, 250 00:14:16,640 --> 00:14:19,640 whatever, so that they can at least protect themselves because 251 00:14:19,640 --> 00:14:22,480 there isn't really anything stopping an employee from 252 00:14:22,480 --> 00:14:25,960 pursuing litigation against a company, even if it is an 253 00:14:25,960 --> 00:14:29,560 outwell state. Although outside of New York, 254 00:14:29,560 --> 00:14:34,120 California, maybe Massachusetts and a couple other states, it's 255 00:14:34,120 --> 00:14:37,840 not super employee friendly. Now obviously I share that as 256 00:14:37,840 --> 00:14:41,320 an, an antithetical example to Canada. 257 00:14:41,320 --> 00:14:45,800 And I, I am fully aware of how employee friendly Canada is, 258 00:14:45,800 --> 00:14:49,280 especially in British Columbia and Ontario, but really all 259 00:14:49,280 --> 00:14:53,120 over, across the across the board, right, Yeah, across the 260 00:14:53,120 --> 00:14:56,880 board. The what's what's interesting, I 261 00:14:56,880 --> 00:15:01,400 think if I'm recalling correctly, if if someone has 262 00:15:01,400 --> 00:15:04,000 received an offer letter but their background check doesn't 263 00:15:04,000 --> 00:15:06,440 clear, you can't just not hire them anymore. 264 00:15:07,200 --> 00:15:09,480 There are certain stipulations there even, right? 265 00:15:09,480 --> 00:15:12,040 Like you have to have certain verbiage, at least in the offer 266 00:15:12,040 --> 00:15:14,840 letter that constitutes the contingency, right? 267 00:15:15,120 --> 00:15:17,200 Is that so true? Because you can't. 268 00:15:17,600 --> 00:15:21,640 You can't necessarily discriminate based off of record 269 00:15:21,640 --> 00:15:25,480 of offense if that record of offense doesn't directly impact 270 00:15:26,080 --> 00:15:29,520 the role that they're doing so drunk driving sure you you don't 271 00:15:29,520 --> 00:15:32,880 you can't be a warehouse driver for us drunk driving for a 272 00:15:32,880 --> 00:15:37,040 cashier doesn't matter. So you have to prove that the 273 00:15:37,080 --> 00:15:41,760 offense actually has relevance to the current role. 274 00:15:42,280 --> 00:15:45,080 Theft can't be the cashier probably can be the warehouse 275 00:15:45,080 --> 00:15:49,560 driver. It's a little it's it's not fun. 276 00:15:49,560 --> 00:15:52,560 It's not fun when those conversations come up and 277 00:15:52,960 --> 00:15:56,840 especially when you're trying to decide if someone's the issue 30 278 00:15:56,840 --> 00:16:00,880 years ago is relevant to today, which depending on the company 279 00:16:00,880 --> 00:16:03,880 you're working for and how much grace people have. 280 00:16:05,080 --> 00:16:08,360 Yes, I don't know, right, right. No, that's totally fair. 281 00:16:08,360 --> 00:16:13,760 I think that example, while it's relevant in both countries, the 282 00:16:13,800 --> 00:16:18,640 US and Canada, I think I share it because there is this common 283 00:16:18,640 --> 00:16:22,400 mistake made where it's like, Oh well in the US, like, you know, 284 00:16:22,480 --> 00:16:24,960 the agreements have to be so sound like, you know, if it 285 00:16:24,960 --> 00:16:26,360 works here, it's going to work there. 286 00:16:26,720 --> 00:16:30,160 And that's just super, super not correct. 287 00:16:30,480 --> 00:16:36,160 And it really pays to get support in whatever country 288 00:16:36,160 --> 00:16:39,600 someone is looking to expand to, to ensure that from the moment 289 00:16:39,840 --> 00:16:43,880 these processes begin, like you said, at the start of employment 290 00:16:43,880 --> 00:16:47,000 with that contract, with the offer letter, whatever agreement 291 00:16:47,560 --> 00:16:52,120 someone might sign to ensure that those things are airtight. 292 00:16:52,120 --> 00:16:55,800 Because it can be so difficult. And you mentioned before you 293 00:16:55,800 --> 00:16:59,560 know the termination clauses and payment in lieu and there is a 294 00:16:59,560 --> 00:17:05,160 whole termination process to be considerate of when when you are 295 00:17:05,240 --> 00:17:08,880 are employing someone in Canada, because in the US there's no 296 00:17:08,880 --> 00:17:12,520 requirement even in New York and California to pay any severance 297 00:17:12,520 --> 00:17:14,480 whatsoever. You don't have to give any. 298 00:17:14,520 --> 00:17:18,880 This is going back to the at will, you know, at will state 299 00:17:19,440 --> 00:17:21,599 requirements. There's absolutely no 300 00:17:21,599 --> 00:17:23,720 requirement for notice. There's no requirement for 301 00:17:23,720 --> 00:17:26,839 payment other than the regular wages that are owed. 302 00:17:27,160 --> 00:17:30,840 A lot of companies do offer severance and they offer that 303 00:17:30,840 --> 00:17:34,760 severance in exchange for a release of claims. 304 00:17:35,640 --> 00:17:39,920 Yeah, Yep. Sign, sign the rights away in 305 00:17:39,920 --> 00:17:43,720 the the severance agreement in Canada, it is a little bit 306 00:17:43,720 --> 00:17:45,280 different. You can have severance 307 00:17:45,280 --> 00:17:47,160 agreements, I believe if I'm recalling correctly. 308 00:17:47,680 --> 00:17:49,680 However those are a little bit different. 309 00:17:49,840 --> 00:17:54,520 And even regardless of that you do potentially owe either notice 310 00:17:54,800 --> 00:17:58,160 or termination pay or potentially both depending on 311 00:17:58,160 --> 00:18:01,640 the circumstances. And so that adds to it. 312 00:18:01,920 --> 00:18:03,680 Yeah, a lot of people would say, well, this sounds like a 313 00:18:03,680 --> 00:18:06,920 headache. I'm just going to subcontract 314 00:18:06,920 --> 00:18:08,520 somebody, not make them employee. 315 00:18:08,520 --> 00:18:12,440 I'm just going to subcontract somebody, which sounds like a 316 00:18:12,440 --> 00:18:15,400 great idea. The problem is if you hire 317 00:18:15,400 --> 00:18:20,160 somebody from any province in Canada, they are you're subject 318 00:18:20,240 --> 00:18:23,680 to the laws of that province. So you're like, yeah, but I 319 00:18:23,680 --> 00:18:26,240 hired them in Arkansas. They hired them under 320 00:18:26,240 --> 00:18:27,680 accompanying. Doesn't matter. 321 00:18:27,680 --> 00:18:29,840 That's not how our government sees it. 322 00:18:30,640 --> 00:18:31,720 So great. You hired yourself a 323 00:18:31,720 --> 00:18:35,200 subcontractor, All is good as long as everything is good. 324 00:18:35,840 --> 00:18:38,360 That's a in any subcontractor relationship. 325 00:18:38,440 --> 00:18:41,920 All is good till it's not. So all of a sudden you're like 326 00:18:41,960 --> 00:18:45,040 business is down, subcontractor isn't bringing in what we said 327 00:18:45,040 --> 00:18:46,840 that they needed to do. We're going to cut this 328 00:18:46,840 --> 00:18:48,560 relationship because it's a subcontractor. 329 00:18:48,560 --> 00:18:56,560 It's clean, but it's not So up here, unfortunately, we have, we 330 00:18:56,560 --> 00:18:59,560 can call them subcontractors or contractors or, or you know, 331 00:18:59,560 --> 00:19:02,680 arm's length employees. But then we started with this 332 00:19:02,680 --> 00:19:04,520 new thing called dependent contractors. 333 00:19:04,920 --> 00:19:09,680 So if your subcontractor gets more than 75% of their income, 334 00:19:10,480 --> 00:19:18,120 give or take, so really they're working for you as a almost like 335 00:19:18,120 --> 00:19:20,960 an employee, they're called a dependent contractor. 336 00:19:21,720 --> 00:19:25,160 And then the employee says, well, I don't like the way you 337 00:19:25,160 --> 00:19:27,200 just got rid of me. This is my sole income. 338 00:19:27,320 --> 00:19:29,480 What am I supposed to do? They go to the courts and the 339 00:19:29,480 --> 00:19:32,280 courts say, well, you weren't really a subcontractor, you're 340 00:19:32,280 --> 00:19:36,160 more like a dependent contractor because of these 8 out of 10 341 00:19:36,160 --> 00:19:39,360 reasons. So then the company is now 342 00:19:39,360 --> 00:19:42,440 required to pay the severance and termination, and there's 343 00:19:42,440 --> 00:19:45,320 really no calculation to know how much. 344 00:19:45,760 --> 00:19:48,520 Would. Say you company, you decide how 345 00:19:48,520 --> 00:19:52,320 much you think you owe them and we'll tell you if we think 346 00:19:52,320 --> 00:19:54,280 you're right. It's kind of how it's running 347 00:19:54,280 --> 00:19:57,200 right now. But then in in addition to that, 348 00:19:57,200 --> 00:20:00,600 if they're deemed actually an employee because their work was 349 00:20:00,600 --> 00:20:02,400 really like an employee, they were. 350 00:20:04,080 --> 00:20:05,760 They were performance managed like an employee. 351 00:20:05,760 --> 00:20:07,840 They were told when to show up. They were given all the 352 00:20:07,840 --> 00:20:11,440 resources like an employee. They weren't in charge of their 353 00:20:11,440 --> 00:20:13,800 own income per SE, like they were told. 354 00:20:13,840 --> 00:20:15,640 You get 20 bucks an hour and that's how much you get. 355 00:20:16,120 --> 00:20:18,920 If they were actually kind of like an employee, then the 356 00:20:18,920 --> 00:20:20,560 government's going to say actually they weren't a 357 00:20:20,560 --> 00:20:22,400 subcontractor. You still owe them. 358 00:20:22,440 --> 00:20:26,600 You still owe them severance and you owe them all their vacation 359 00:20:26,600 --> 00:20:30,520 over time, and you're going to need to pay employment insurance 360 00:20:30,520 --> 00:20:33,480 and see Canadian Pension Plan on all of that 'cause they weren't 361 00:20:33,480 --> 00:20:35,840 really a subcontractor, they were an employee. 362 00:20:36,520 --> 00:20:39,040 So that line is also super sticky. 363 00:20:39,440 --> 00:20:41,960 Yeah, you can't really. Work around it. 364 00:20:42,440 --> 00:20:46,080 Yeah, the classification issues are huge here too. 365 00:20:46,120 --> 00:20:48,440 I mean, I think companies do it often. 366 00:20:48,440 --> 00:20:51,640 They misclassify people often. It's easy to do. 367 00:20:52,120 --> 00:20:54,560 And that's interesting. I didn't know about depending 368 00:20:54,560 --> 00:20:56,840 contractors in Canada. Very interesting. 369 00:20:56,840 --> 00:20:58,720 Yeah, it's a fun one. It's like, well, how much are we 370 00:20:58,720 --> 00:21:00,160 supposed to? You figure it out? 371 00:21:00,160 --> 00:21:01,400 We'll figure it out if we like it. 372 00:21:02,960 --> 00:21:04,960 We'll see. What sticks at I'll change the 373 00:21:04,960 --> 00:21:08,760 conversation to talk about some of the positives because I can I 374 00:21:08,760 --> 00:21:12,400 we can go a long time on all the differences that can cause. 375 00:21:12,400 --> 00:21:18,000 Stress. We have an excellent workforce. 376 00:21:18,720 --> 00:21:22,280 We have an excellent, we have a great education system and 377 00:21:22,600 --> 00:21:27,600 really well educated individuals coming out of our education 378 00:21:27,600 --> 00:21:29,920 system. I was speaking to another 379 00:21:29,920 --> 00:21:33,000 colleague and we were talking about in the US and we were 380 00:21:33,000 --> 00:21:35,560 talking about the differences of pay rates. 381 00:21:36,360 --> 00:21:40,040 And I think this, I think he was in New York and he said you 382 00:21:40,040 --> 00:21:43,160 can't get a middle manager under 90,000 right now. 383 00:21:43,920 --> 00:21:46,720 Like if you want a strong middle manager, you can't get one under 384 00:21:46,720 --> 00:21:50,200 90,000. I'm like, I could probably find 385 00:21:50,400 --> 00:21:55,600 a few between 7060 and 80 easily. 386 00:21:55,840 --> 00:21:58,440 Like that's kind of where the middle managers are sitting in 387 00:21:58,440 --> 00:22:02,920 most operations. So you can get a strong 388 00:22:02,920 --> 00:22:07,520 individual and then you tack on, I think we're at about 3235% 389 00:22:11,120 --> 00:22:14,600 exchange rate right now. I think it was up to 4045 a 390 00:22:14,600 --> 00:22:17,560 couple months ago. So if you take the tack on that 391 00:22:17,560 --> 00:22:21,600 bit of a discount on it, you're like, well, this, this could 392 00:22:21,600 --> 00:22:24,600 work out well for me. And the great thing on this side 393 00:22:24,600 --> 00:22:28,000 of the border is that person gets a job offer, say for ninety 394 00:22:28,000 --> 00:22:32,200 100,000 when they've been making 70 or 80 and they think the 395 00:22:32,200 --> 00:22:33,920 world is great. They think their company is 396 00:22:33,920 --> 00:22:35,880 great. It's a win win for everybody all 397 00:22:35,880 --> 00:22:38,200 around. It builds the loyalty, it builds 398 00:22:38,200 --> 00:22:43,360 that engagement factor. So when you look at that piece 399 00:22:43,360 --> 00:22:46,360 of it, when you're looking at really well educated individuals 400 00:22:46,360 --> 00:22:52,800 who are strong workers and who you can kind of get for a 401 00:22:52,800 --> 00:22:57,160 discounted rate thanks to that exchange rate, whose salaries 402 00:22:57,160 --> 00:23:01,880 are already lower than a lot of the metropolitan states in the 403 00:23:02,200 --> 00:23:06,360 US, there is a benefit to bringing in that cultural, that 404 00:23:06,360 --> 00:23:10,360 cultural experience and having boots on the ground across the 405 00:23:10,360 --> 00:23:12,840 border. Yeah, definitely, definitely 406 00:23:12,840 --> 00:23:15,120 there. I mean there is a, a, certainly 407 00:23:15,120 --> 00:23:19,720 an, an intrinsic value there. And I think I said it earlier 408 00:23:19,720 --> 00:23:23,240 that the, the talent pool is very wide reaching in Canada. 409 00:23:23,240 --> 00:23:27,680 It's similar to the US. You can find people to fulfill a 410 00:23:27,680 --> 00:23:33,120 job in pretty much any title in any role in any industry across 411 00:23:33,120 --> 00:23:36,400 the US and in Canada, likely because of the education 412 00:23:36,400 --> 00:23:38,280 systems. You see that in other countries 413 00:23:38,280 --> 00:23:41,760 also, but there are also other countries that are really more 414 00:23:41,760 --> 00:23:45,680 specialized, whether it's like engineering or maybe even more 415 00:23:45,680 --> 00:23:48,680 broadly STEM. Whereas in the US and Canada 416 00:23:48,680 --> 00:23:53,560 you're seeing more of that breadth across the board and 417 00:23:53,560 --> 00:23:56,200 availability. Like you, there are people who 418 00:23:56,200 --> 00:23:59,080 are actively seeking those roles. 419 00:23:59,080 --> 00:24:02,080 I think sometimes what's can, what can be difficult in the US 420 00:24:02,080 --> 00:24:05,840 is not only the salary component, but also how quickly 421 00:24:05,840 --> 00:24:08,520 people are, yeah, like growing in their roles. 422 00:24:08,520 --> 00:24:11,960 And we're seeing, at least in the US, I'm sure it's the same 423 00:24:11,960 --> 00:24:14,520 pretty much all over. You know, the, the number of 424 00:24:14,520 --> 00:24:17,680 generations in the workforce is like the largest ever. 425 00:24:17,880 --> 00:24:20,920 We still have boomers, for example, the boomer generation 426 00:24:20,920 --> 00:24:23,960 in the workforce, which means that there are fewer of those 427 00:24:24,160 --> 00:24:28,960 higher level roles available. And I have seen at least in 428 00:24:28,960 --> 00:24:33,880 Canada that sometimes filling those mid level roles, which can 429 00:24:33,880 --> 00:24:36,800 sometimes be very difficult to fill in the US because either 430 00:24:36,800 --> 00:24:40,720 the salary is not right or the talent is not right. 431 00:24:40,960 --> 00:24:43,560 That in Canada there's more availability potentially. 432 00:24:43,560 --> 00:24:45,560 Of course, it depends on industry and things like that, 433 00:24:45,560 --> 00:24:49,320 but there is there's so much value in my from my perspective 434 00:24:49,320 --> 00:24:53,960 in looking at hiring globally. And I think we've done so much 435 00:24:53,960 --> 00:24:57,360 of this since COVID because a lot of companies went remote or 436 00:24:57,360 --> 00:25:00,800 have thought about their hiring strategies differently. 437 00:25:01,240 --> 00:25:05,200 And going back to one of my initial statements that a lot of 438 00:25:05,200 --> 00:25:08,440 people feel this sense of fear and uncertainty. 439 00:25:09,400 --> 00:25:14,920 There's so much value in the world expanding and roles being 440 00:25:14,920 --> 00:25:19,240 available globally. And instead of us being afraid 441 00:25:19,240 --> 00:25:24,080 of our roles being outsourced or whatever term we want to use, we 442 00:25:24,080 --> 00:25:28,000 have to see the opportunity to, especially for those of us, for 443 00:25:28,000 --> 00:25:31,280 those of us in HR, learn about those other countries, learn 444 00:25:31,280 --> 00:25:34,240 about the talent pool in other countries, the the employment 445 00:25:34,240 --> 00:25:37,720 laws in other countries so that we can also upscale and expand 446 00:25:37,760 --> 00:25:40,280 our knowledge to be able to support, support global teams. 447 00:25:40,280 --> 00:25:43,720 I mean, that's something on a resume that people would, I 448 00:25:43,720 --> 00:25:46,200 think people would love to see and would love to be able to add 449 00:25:46,200 --> 00:25:48,200 to their resumes is this global experience. 450 00:25:49,000 --> 00:25:52,640 So I think, I think all of the positives that you shared are 451 00:25:52,720 --> 00:25:57,360 really intrinsic and make for a really cohesive hiring 452 00:25:57,360 --> 00:26:01,400 experience and strategy too. And you know, one thing that 453 00:26:01,400 --> 00:26:07,240 sometimes I find at least that companies in the US don't always 454 00:26:07,240 --> 00:26:11,200 think about is also that Montreal or Quebec specifically, 455 00:26:11,400 --> 00:26:17,040 if you have this whole other element where you have to have 456 00:26:17,440 --> 00:26:20,320 the language that is spoken in Quebec, you have to have French 457 00:26:20,320 --> 00:26:24,800 Canadian like posters. So just like US, just like I 458 00:26:24,800 --> 00:26:28,120 should say, English posters in the US and other parts of 459 00:26:28,120 --> 00:26:31,960 Canada, you also have to have things posted in French and same 460 00:26:31,960 --> 00:26:33,320 with agreements and things like that. 461 00:26:33,320 --> 00:26:36,680 And, and Richford also very. Yeah, it's a very unique 462 00:26:37,640 --> 00:26:38,880 reality. Very. 463 00:26:38,880 --> 00:26:44,160 Different culture, very different culture in Quebec than 464 00:26:44,160 --> 00:26:46,400 even in New Brunswick. In Ontario, Which? 465 00:26:46,720 --> 00:26:50,200 Kind of. Bookend them and we even find 466 00:26:50,200 --> 00:26:55,520 that people in Quebec want Quebec people. 467 00:26:56,680 --> 00:26:59,160 So if you come. In like more insular. 468 00:26:59,280 --> 00:27:03,520 Right, Yeah. If if you come in, as you know, 469 00:27:03,520 --> 00:27:07,280 a western Albertan to Quebec, it's, it's not going to work out 470 00:27:07,280 --> 00:27:10,920 well for you because it's probably very similar to the US. 471 00:27:11,520 --> 00:27:16,040 The western provinces are very specific in their needs and how 472 00:27:16,040 --> 00:27:20,040 they do things. And you get this inviting of 473 00:27:20,360 --> 00:27:22,640 well, that's Toronto and this is Calgary. 474 00:27:22,640 --> 00:27:24,600 And we don't do things like Toronto. 475 00:27:25,160 --> 00:27:31,160 So you tell Toronto. So they, they, you have to think 476 00:27:31,160 --> 00:27:34,080 differently with the cultural differences. 477 00:27:34,080 --> 00:27:37,200 If you're going to invest in people across the border, make 478 00:27:37,200 --> 00:27:41,000 sure you're investing where it's needed because those cultural 479 00:27:41,000 --> 00:27:45,680 differences are actually surprisingly real, despite the 480 00:27:45,680 --> 00:27:49,400 fact you're like, we're all, we're all North American, but 481 00:27:50,040 --> 00:27:54,680 how we operate and how you get in and how you make an impact 482 00:27:55,080 --> 00:27:59,240 changes. Yes, I think sometimes maybe 483 00:27:59,240 --> 00:28:02,440 it's like an American thing, but I think sometimes when we 484 00:28:03,080 --> 00:28:06,480 understand that countries are English speaking predominantly, 485 00:28:06,800 --> 00:28:09,280 right, that it's like the culture is the same English 486 00:28:09,280 --> 00:28:11,240 speaking country. You can see this, you know, the 487 00:28:11,240 --> 00:28:15,680 UK is the same English speaking, but there's no truth to that. 488 00:28:16,040 --> 00:28:19,280 I mean, there's so many cultural differences just in the US alone 489 00:28:19,600 --> 00:28:23,760 and English is not even like a formally recognized national 490 00:28:23,760 --> 00:28:27,320 language. And when we think about like in 491 00:28:27,320 --> 00:28:30,760 Canada, for example, an English speaking country in North 492 00:28:30,760 --> 00:28:33,560 America, there are such significant differences. 493 00:28:33,560 --> 00:28:35,800 And I think a lot of it comes down to the government. 494 00:28:35,800 --> 00:28:40,880 I mean, even in terms of the, the benefits and the, the ways 495 00:28:40,880 --> 00:28:44,840 in which the employees or the residents, the citizens of 496 00:28:44,840 --> 00:28:49,600 Canada have different accesses than people in the United 497 00:28:49,600 --> 00:28:51,880 States. It's just it, it makes for a 498 00:28:51,880 --> 00:28:54,560 different experience, a different living experience. 499 00:28:54,920 --> 00:28:57,160 You know, the, the best example that I can think of is that 500 00:28:57,480 --> 00:29:01,160 women in Canada who go out on maternity leave, they get around 501 00:29:01,160 --> 00:29:03,480 a year, sometimes more, maybe they take a little less, but 502 00:29:03,760 --> 00:29:07,080 generally that's the average. And in the US it fully depends 503 00:29:07,080 --> 00:29:10,640 on your state. In New York you get 4 months 504 00:29:10,760 --> 00:29:14,680 roughly and in other states you don't get any paid leave. 505 00:29:15,080 --> 00:29:18,240 So you know, you have to take out private benefits short, you 506 00:29:18,240 --> 00:29:20,240 have to pay for short term or long term disability. 507 00:29:20,240 --> 00:29:23,360 And it's, you know, it's a very significant cultural difference. 508 00:29:23,400 --> 00:29:26,200 So we have, like you said, the pregnancy and parental leave. 509 00:29:26,240 --> 00:29:28,960 And actually there's an additional, I think it, I think 510 00:29:28,960 --> 00:29:31,480 it might be up to, so women can take up to 18 months, but they 511 00:29:31,480 --> 00:29:34,320 get the same amount of pay as 12, right, right, right. 512 00:29:34,320 --> 00:29:39,160 Which is 55% of their annual salary, then can take an 513 00:29:39,160 --> 00:29:41,840 additional six months after the woman. 514 00:29:42,040 --> 00:29:45,080 The idea is that they're supposed to be, the woman goes 515 00:29:45,080 --> 00:29:48,880 back to work and the man is now the sole caregiver for this 516 00:29:48,880 --> 00:29:51,320 child. And the idea is to try to kind 517 00:29:51,320 --> 00:29:56,600 of balance the force of. Not just all women leaving the 518 00:29:56,640 --> 00:29:58,600 workforce. All women leaving the workforce 519 00:29:58,600 --> 00:30:02,760 and making men take a stand in, you know, in their families as 520 00:30:02,760 --> 00:30:04,040 well. It's a really interesting 521 00:30:04,040 --> 00:30:07,240 concept and you're seeing it more and more and it's really 522 00:30:07,240 --> 00:30:09,560 funny when it happens in like construction and people are 523 00:30:09,560 --> 00:30:12,520 like, what? What this man is doing like? 524 00:30:13,080 --> 00:30:14,840 And it. Also helps balance the force in 525 00:30:14,840 --> 00:30:17,600 the sense that women of childbearing age are not to be 526 00:30:17,600 --> 00:30:21,800 discriminated against because they're but it still happens. 527 00:30:22,720 --> 00:30:26,080 But now it's like, well, that guy is 32, he's going to get a 528 00:30:26,080 --> 00:30:28,200 kid in the next three years. He's probably going to leave for 529 00:30:28,200 --> 00:30:32,760 six months too. Balance that smart, but then we 530 00:30:32,760 --> 00:30:35,680 have caregiver leaves, so family caregiver leaves. 531 00:30:35,720 --> 00:30:39,360 Yeah, they're really good. Elder care leaves and so there's 532 00:30:39,440 --> 00:30:42,280 medical leaves. There's a lot of other things 533 00:30:42,280 --> 00:30:45,920 that are job protected leaves. Some of them you get employment 534 00:30:45,920 --> 00:30:47,640 insurance for, some of them you don't. 535 00:30:49,120 --> 00:30:52,960 We have typically 11 to 12 paid holidays in a year. 536 00:30:54,200 --> 00:30:58,160 Vacation in Ontario and most of the other provinces starts at 2 537 00:30:58,160 --> 00:31:01,400 weeks, paid vacation up to three weeks after five years. 538 00:31:01,960 --> 00:31:04,320 So all of those things have to be taken into account. 539 00:31:04,320 --> 00:31:07,800 Now we don't have the same costs in terms of health insurance 540 00:31:08,480 --> 00:31:11,440 that the Americans do. Our health insurance is is 541 00:31:11,440 --> 00:31:15,360 typically lower that the employer pays, but you do have 542 00:31:15,360 --> 00:31:18,840 to play pay employment insurance and you have to pay Canada 543 00:31:18,840 --> 00:31:21,640 Pension Plan and you have to pay for workplace accident 544 00:31:21,640 --> 00:31:23,480 insurance. So you're looking at an 545 00:31:23,480 --> 00:31:28,320 additional 10 to 15% on the hourly wage that you're paying 546 00:31:28,320 --> 00:31:30,520 in taxes on behalf of the employee. 547 00:31:31,800 --> 00:31:36,200 So those things also need to be taken into account, but that's 548 00:31:36,200 --> 00:31:38,000 what kind of pays for all of those leaves. 549 00:31:38,840 --> 00:31:40,960 Yeah, yeah. And it's still lower with the 550 00:31:40,960 --> 00:31:43,200 exchange rate. It's still potentially more cost 551 00:31:43,240 --> 00:31:45,640 effective, so. Yeah, persons are. 552 00:31:45,680 --> 00:31:48,040 The water under the bridge and we're a couple pennies now. 553 00:31:49,040 --> 00:31:50,560 Yeah. I think all of that, you know, 554 00:31:50,560 --> 00:31:54,040 when we think about like what drives a country's culture or 555 00:31:54,040 --> 00:31:59,520 province or state's culture, I think family has a lot to do 556 00:31:59,520 --> 00:32:01,360 with that. And so when we think about 557 00:32:01,360 --> 00:32:06,200 fundamentally pregnancy and parental leave, and I love that 558 00:32:06,200 --> 00:32:09,840 there is this, you know, component for the the non 559 00:32:09,840 --> 00:32:14,720 childbearing parent and the leave that they receive. 560 00:32:15,040 --> 00:32:19,800 I love that because one of the biggest challenges can be that 561 00:32:20,000 --> 00:32:23,440 women then feel that set back in their careers because they're 562 00:32:23,440 --> 00:32:26,760 taking the time potentially multiple times over the course 563 00:32:26,760 --> 00:32:29,480 of their career, depending on how many children they have to 564 00:32:29,720 --> 00:32:32,440 take those leaves. And so there's this, it's not 565 00:32:32,440 --> 00:32:35,880 necessarily an, an equality thing, It's an equity thing to 566 00:32:36,040 --> 00:32:39,720 ensure that there's, there's some sort of balance in the 567 00:32:39,720 --> 00:32:41,280 workforce. I really that's really 568 00:32:41,280 --> 00:32:43,720 interesting. And you know, all of that again, 569 00:32:43,720 --> 00:32:46,800 to come back to this original point, all of that is to say 570 00:32:46,800 --> 00:32:52,320 that culturally our countries are really some not fully 571 00:32:52,320 --> 00:32:57,200 defined by, but can be defined by or even changed or adapted 572 00:32:57,200 --> 00:33:03,320 based on some of those policies that help to build families. 573 00:33:03,320 --> 00:33:07,840 Because when, I mean, even when families feel, you know, housing 574 00:33:07,840 --> 00:33:12,080 insecurity or food insecurity, that really deeply effects their 575 00:33:12,080 --> 00:33:16,440 experience, which also then resonates and reverberates kind 576 00:33:16,440 --> 00:33:18,600 of outside and into their own communities. 577 00:33:18,600 --> 00:33:21,760 And that can, you know, we see a lot of that globally. 578 00:33:21,760 --> 00:33:26,040 It's not just AUS issue or a Canadian issue, but I, I do 579 00:33:26,040 --> 00:33:31,040 think that when, when companies are looking at hiring globally, 580 00:33:31,040 --> 00:33:34,760 there is always that cultural significance that needs to be 581 00:33:34,760 --> 00:33:36,480 understood or at least factored in. 582 00:33:36,480 --> 00:33:39,320 And while they might not be the experts to know what that 583 00:33:39,320 --> 00:33:43,520 cultural difference is or significance is, there's Someone 584 00:33:43,520 --> 00:33:47,440 Like You or your team who could help them navigate that, which 585 00:33:47,440 --> 00:33:48,840 is really helpful. Yeah. 586 00:33:48,840 --> 00:33:51,360 No, we, we have a couple companies in the US who have one 587 00:33:51,360 --> 00:33:54,040 or two people in Canada, which you're like, well, how do we 588 00:33:54,040 --> 00:33:56,480 work that with payroll? How do we work that with Canada 589 00:33:56,480 --> 00:33:58,280 Revenue Agency? How do we work that with all of 590 00:33:58,280 --> 00:34:01,680 those pieces? And it, and it seems to be like 591 00:34:01,680 --> 00:34:03,920 a hurdle and you're like, it's actually easier than what you 592 00:34:03,920 --> 00:34:06,720 think it is. And it's really simple for us to 593 00:34:06,720 --> 00:34:10,480 run payroll for one employee in, you know, we do a lot with 594 00:34:10,480 --> 00:34:12,600 nonprofits. Nonprofits seem to have this 595 00:34:14,239 --> 00:34:19,320 global reach as well. So a lot of our clients who are 596 00:34:19,320 --> 00:34:22,760 in the US who have Canadian, one Canadian person, we help them 597 00:34:22,760 --> 00:34:26,199 out with that and make sure that everything is set up to be 598 00:34:26,199 --> 00:34:31,080 legitimately in and reduce the risk of the US employer by 599 00:34:31,080 --> 00:34:33,800 knowing what's going on with that individual. 600 00:34:34,199 --> 00:34:35,120 Right. Amazing. 601 00:34:35,120 --> 00:34:38,880 Well, this has been very insightful and I think we all 602 00:34:38,880 --> 00:34:41,880 are well, we're, we're not Canadian experts necessarily. 603 00:34:42,000 --> 00:34:44,800 We're one step closer to understanding our friends north 604 00:34:44,800 --> 00:34:47,320 of the border. And so Laura, I really 605 00:34:47,320 --> 00:34:49,840 appreciate you joining the podcast and sharing all of your, 606 00:34:50,159 --> 00:34:53,320 your insights and experiences, even with your own clients. 607 00:34:53,320 --> 00:34:57,640 And I think it's, it's really important for everyone as they 608 00:34:57,640 --> 00:35:01,400 think about their careers to, you know, think beyond the scope 609 00:35:01,400 --> 00:35:04,920 of their own communities, their own states, their own country. 610 00:35:05,240 --> 00:35:07,120 And that goes for people outside of the US too. 611 00:35:07,120 --> 00:35:10,400 So with that, where can everyone connect with you? 612 00:35:10,400 --> 00:35:13,800 Learn more about Essential HR and and find some some more 613 00:35:13,800 --> 00:35:15,280 resources on you? Yeah. 614 00:35:15,280 --> 00:35:18,480 So our website essentiallyhr.ca, we're on Instagram at the same 615 00:35:18,480 --> 00:35:21,880 handle, essentially hr.ca. We keep it light and fun. 616 00:35:22,440 --> 00:35:26,680 HR could be heavy enough that we love a lot of office memes, I'll 617 00:35:26,680 --> 00:35:30,280 be honest. And LinkedIn is the same as 618 00:35:30,280 --> 00:35:33,080 well, essentially hr.ca. Amazing. 619 00:35:33,080 --> 00:35:34,880 Well, we'll have all of that LinkedIn, the show notes. 620 00:35:34,880 --> 00:35:39,080 Thank you so much again for your time and and all of all of the 621 00:35:39,080 --> 00:35:40,640 insights you've shared with us this week. 622 00:35:40,640 --> 00:35:42,000 Thank you SO. Much, Tracy. 623 00:35:42,000 --> 00:35:44,760 It was awesome being here. Hey, just before you go, don't 624 00:35:44,760 --> 00:35:47,520 forget to subscribe to the show so that you are the first to 625 00:35:47,520 --> 00:35:51,320 hear when an episode drops each week and maybe leave a five star 626 00:35:51,320 --> 00:35:53,880 review and a comment about how much you loved this episode. 627 00:35:54,080 --> 00:35:56,680 Plus, if you have someone in mind who would really enjoy this 628 00:35:56,680 --> 00:35:58,320 episode, make sure you share it with them. 629 00:35:58,400 --> 00:36:01,240 Thank you so much for tuning in and I'll see you next week.