Name: jeff kuzmich - Migrate_2025_Tax_Act_09252025_5061552
Uploaded: 2026-02-26T05:53:10.525Z
Duration: 36 min 47 s
Description: jeff kuzmich - Migrate_2025_Tax_Act_09252025_5061552

Transcript for "jeff kuzmich - Migrate_2025_Tax_Act_09252025_5061552": And welcome to today's webinar. I'm Rob Parsons, and I'm happy to host today's event, the 2025 Tax Act, Key HR Impacts and Solutions. So before we begin, I just wanna take you through a few housekeeping notes. First, please note the audio is gonna be coming through your computer. Also, you may need to refresh your webinar browser at some point. You can see the key commands here, and I did, get a note that our tax, bill article just got republished with some new information. So if you were logged into the lobby early, you'll want to refresh so you get access to that latest and greatest article. So let's take a look at some of the other important features. As I mentioned, we have, resources in the files and resources window at the top right of your council. So you can download, extra content, you can download and print a copy of this deck, and we'll also be sending a follow-up email after the event with a recording with the deck. Also, we are just a half hour, but we'd love to get your questions. You can send them via ask us a question window. Just type in your question, click submit. We do have folks on the back end helping respond to those questions, and we do hope to get to some audience Q and A at the end of the event. However, if we come against time, I want you to know all questions are received, really help us create future resources to meet your business needs. Now, once you've met the required watch time, you'll be able to view your certificate of completion within the EARN Certification panel. The certificate's going to contain pre approved codes for both SHRM or HRCI credit. Please note, today's presentation requires you to attend the event for the full thirty minutes, either live or on demand, to earn that certificate. After today's webinar, we'll also send an email with a link to access the console where you can download your SHRM and HRCI certificate, provided you meet the eligibility requirements. So for those who qualified, we encourage you to download your certificate within the first few days after you attend. And as always, please note this presentation does not constitute legal advice for informational purposes only. Also note that this is not eligible for CPE or IRS CE credit. So in this expert led webinar, we've got fantastic speaker lineup, and I want to quickly walk you through what we'll be covering. The Tax Act is bringing about many changes that will likely impact your business and employees in many ways. So today we're going to focus on the key areas of the Act, including changes to immigration enforcement funding, taxes on tips and overtime, and employee benefits expansion. So now let's get to the introductions. So I have with me Jared Rudder. Jared's worked in HR for over twenty years. We've interviewed each other on the podcast many times. He has a BS in Business Administration and Human Resource Management from the University of Wisconsin Milwaukee. He's also PHR certified and SHRM CP certified. He's an HR Risk Partner and sits in Charlotte, North Carolina. Now Alex has over ten years of experience in employee relations, people management, and HR compliance. Prior to joining Paychex four years ago, Alex worked in various states across the country supporting retail companies with new store openings and employee relations. He's currently based out of San Antonio, Texas and he's also SHRM certified. So I know Jared and Alex are excited to dive into our topics, but first I just want to do a quick poll with all of you in our audience. I went through the types of issues we're going be talking about. We're going be talking about the new expanded ICE funding, and with that, the raids, the Form I-nine audits, and all that comes with it. We're also going to talk about overtime, tips, benefits expansion. So I just want to get a feel from the audience, which one is most critical to your business right now? What's your biggest concern? This is just to get us a feel. We'll be touching on all of these topics, of course. I just want to get a feel for what is most important to you right now. So we've got just 2% of you so far answering. Now we're up to 5%. I'd to get it to about 50% before we go through. It'll be very interesting because I know these are some big changes for our HR leaders, for business leaders, for teams who are trying to figure out how to navigate what's changing. I also know we're still expecting some guidance, particularly with the no tax on tips and no tax on overtime. So it'll be interesting to see what we can do now to prepare. All right, so we've got about 50% of attendees have done the poll, and wow, look at that. Over time, far and away, the biggest winner was 65%. And then next ICE raids Inform I-nine Audits at thirty two. Jared, Alex, after seeing these responses, any surprises? Is this consistent with what you are seeing with your clients? Yeah, I'd say it's pretty consistent, it's a good thing, you know, we see ICE and overtime at the top of the list there, those are two of the top topics we're talking about today, so it's perfect. Excellent. So now it's time for a little Q and A, time to hear from our experts. And I've got a few questions, I'll tee them up, and then we'll let Alex and Jared, give you some great information around these various topics. First, So we're going to get started with ICE and immigration. The Act provides a massive increase in the budget and funding for immigration and customs enforcement, as well as border protection operations. I'd like to know what impact the increased ICE budget's gonna have on employers, and probably more importantly, how can employers be prepared? What should they be thinking about and what should they be doing? Yeah, I could jump in on that one, Rob. So anybody who's been watching the news the last couple of months knows ICE enforcement has been a top storyline and we're seeing that with a lot of our clients and businesses, especially located in places such as California where enforcement's been ramped up. This law is just going to continue to allow ICE to have those funds to continue those operations. Something we're really seeing in a variety of areas is where ICE is conducting raids, say, in a city like Los Angeles, businesses are needing to encounter issues where employees are maybe just not showing up to work at all. Now, this could be because they were detained by ICE, this could be because they don't have proper work authorization, so they're going to not report to work until things die down a little bit. We see all of those issues come into play. Employers need to be able to address those situations with employees and be prepared for situations where employees just maybe stop showing up to work as a result of ICE audits or different types of raids. Something else that's really important that we're going to encourage all of our clients, and we would hope all businesses do, is get it ahead of the game here. So don't wait until a raid or an audit comes to you. Make sure you're putting in place a self audit program for your business. You should be reviewing all the I-9s that you have on file, make sure they're filled in completely dated properly, the work authorizations for employees are up to date and not expired. All those things are very crucial because if you do that ahead of the game, you can resolve those issues. If you're waiting until you get audited, what's going to wind up happening is you're playing catch up, there's probably penalties or fines to assess, you're speaking to an attorney, those are additional attorney fees that are in place, so there's a lot of issues there. So overall the message is get ahead of the game, self audit, and you should be good to go. That's excellent. Is there anything to add there, Jared? Yeah, just piggybacking on what Alex had to say. Great information. Thank you, and Rob. Great to see you. Always a pleasure when we get to work together. Makes any day a great day. But as far as we are seeing an uptick, of course, in rates, audits, and what is happening on our end, what we're seeing from a trend standpoint is there has been an increase in self auditing, which is good. For all the reasons that Alex just described, from a trend standpoint, what we're finding however, is that when those odds take place, a lot of them haven't taken place in a really long time. A lot of the clients that we work with, which are typically going to be smaller and medium sized companies don't have these processes in place. And we're running into a lot of situations in which there are EADs that are expired. And with those EADs, some of this goes back to the glory days of COVID, one of the main considerations and point of research that needs to take place is, is there an automatic extension? Is there something in place that would allow for that expired EAD to in essence be valid for a predefined period of time. And with a lot of those, there's a certain, there are certain criteria that go along with it. Some that get to be a little bit more complex because some of this stuff has been challenged in court. Some of it is still being challenged in court, but we're refining parole program terminations. So one very specific, and I'm not gonna get into the weeds in a lot of this stuff. We're here for a good time, not for a long time. But with the certain categories, C-eleven would be one of them of EAD. And you may have heard specific impact on Cuban immigrants, Haitians, Venezuelan, Nicaraguans, and what ended up happening back in March was that parole plan or program was terminated, done, basically no longer exists. It was challenged. The supreme court upheld it. And in upholding it, if you look at the federal registry, it says specifically that it can't be challenged again. But basically what that means is anybody that is here working on, for example, a c 11, EAD, that's no longer a valid document. So you have to go through a process as an employer of trying to determine do they have a replacement document of some sort or documents. And as we dig into those things, I can say very, very confidently, and this is just anecdotal data, but, nine out of 10 I nines that we see when we start looking into those factors have something else going on, whether something is missed, whether there's a technical error, whatever it may be. So if you haven't self audited recently, I would strongly encourage you to do so. If you're a current client, get with your HR business partner, they can point you in the right direction. And of course, if you're not, there are plenty of resources out there that can help you through that process. We of course, being one of them. That's excellent, Jerry. And I do have one question. A lot of abbreviations, a lot of acronyms there. What is EAD? Employment Authorization Document, sorry. I do get feedback on surveys from time to time using too many acronyms, so. It's okay, I know there's a lot of them. Yep, there's a lot of them with all the different forms. Do apologize. I want to let our audience know as well, we have an on demand event, focused specifically on I-9s. It's a full hour filled with all of that too. So there's a lot of great information there as well. Excellent. Alright. So how about our next topic? Okay. There's been a ton of buzz about no tax on overtime. Everybody's excited to not have to pay taxes on their overtime. So how is this new rule or this new part of the Big Beautiful Act, how is that going to play out for employers and employees? And Alex, I'll let you start us off here. Yeah, definitely. Happy to talk about this topic, and it was number one on our poll, so it's very fitting. We're jumping right into it. As you mentioned, a lot of excitement around this, so any employees who are eligible for overtime might see the news, see something on social media, and they're like, Oh, this is fantastic. My next paycheck is going be bigger than it usually is because I work a lot of overtime, and now there's no taxes on those overtime. Unfortunately, it's just not quite how it works out with this law, and employers and clients need to be able to answer those questions and alleviate those concerns that employees may have. So what the no tax and overtime really looks like is actually going to be a tax deduction that employees will be able to use for eligible overtime amounts when they file their taxes during the next tax season. So it's not like there's no taxes immediately on their paycheck. It's something they have to file for as a deduction. Very important to notate. It's also important for employees and employers to understand that the taxes itself, it's only on the federal income tax. So if you are located in a state with state income tax, the locality, some cities specifically have city income taxes or additional taxes, those are still going to apply. This is the federal law only. It's only going to apply to those federal taxes. So very important to understand that. Something else is another component when it comes to the no tax and overtime. It's only on overtime that is federally recognized overtime under the Fair Labor Standards Act. So what that means is if you are an employee and you work over forty hours in a work week, you're eligible for overtime, all time worked over forty hours in that work week could be eligible for this law. But some states have state specific overtime laws. So I'll use California as an example. If you work over eight hours in a work day in California, you're also eligible for overtime. That does not count when we're talking about this specific law. This is federally recognized overtime only, so those hours that are typically worked over forty in a work week. One other thing to consider here, and employers should be prepared for this, we see it happen sometimes, but it's gonna happen a lot more now that there's more chatter about no taxes on overtime and it being a benefit. Employers need to be able to be prepared to explain to employees why some employees are eligible for overtime and why some are not. And this is very crucial because there could be a lot of difficulties that come from this difficult conversations. An employee who's maybe not eligible for overtime sees some other employee getting a good amount of overtime. Now they have this tax benefit, and they're gonna wonder why are they not eligible for that as well. Employers should be able to explain to employees the reasoning for that, and maybe even for companies it's beneficial, do an own internal review to make sure you do have your employees properly classified as exempt from overtime or not exempt from overtime. We help clients and business owners with those assessments all the time, so it's really important that they would do that as well. That's great, and Jared, any other thoughts around how the implications of this overtime rule are going to come into play? Yeah, unfortunately, and I'm not here to debate whether this is a good thing or a bad thing by that I mean the act itself in this provision, but from an employer perspective, and this could be said for a lot of things that we're discussing today, SANS benefits, which we'll talk about in a few moments here, but there isn't a lot to be gained as an employer from not only the no tax on overtime, but also the tips which we'll talk about. But there theoretically could be some benefit to an employer that perhaps would, you know, offset some of that additional administrative work. And depending upon what you look like, where you have employees, how many employees that you have working overtime, how often, it's going to impact different employers differently, but it could be an opportunity to take advantage of a few things. One, there may be theoretically a larger talent pool to choose from. If people recognize that, they perhaps don't have to pay tax on overtime and they are in an industry that is very overtime intensive, well, there may be more people looking to get into that industry for those types of jobs. Again, hypothetical, a lot of this is going to be very, very specific to what you have going on as an employer. There's also the possibility of some reduction in expense to an employer. If you think about it from the standpoint of if people are more willing or eager to work overtime because it's an additional chunk of change that they don't have to pay taxes on or on the back end it's written off, reduces taxable income. In some situations, not all, it can be beneficial to an employer to have fewer employees. I'm not telling you to start working through reduction in forces or anything like that. There's a whole separate set of potential risks that come along with that. I don't want anyone to lose their job certainly. But if you have an environment where you say have 25 people, and if people are more eager to work overtime and you're able to bring that number down to 20, well, could be five people that meant you're not paying benefits for. From a taxation standpoint, and this gets very, very state specific and situational specific, but that's five people that you don't have to pay a federal unemployment tax up to the wage based limit, state unemployment. Just a lot of various different types of considerations that anecdotally you could benefit from. But what I would encourage you to do is look into this stuff. Whether you're sitting down with your CPA, whether it's your HR professional, you're on our service or somebody else, you're not gonna know really unless you sit down and you start working through the numbers to see whether there is or is not a benefit. But there is a lot of additional administrative work. It's just the reality of it. That administrative work gets more complicated and intensive the more employees that you have. Try to utilize technology to whatever degree you're able. Most of the payroll systems out there and time and attendance systems that are out there will have the ability to make this a lot more automated. So it's not quite as labor intensive and daunting as it may seem. So thanks Rob. No, thank you, Jared. It was really interesting how this opens up some opportunities if you are very strategic about your employee base, about the salaries, about how that's going to play out. This actually could be a real advantage for employers, so it's great advice to look into that. So I believe our next topic is going to be the no tax on tips. So this is, for mostly employees in service and hospitality industries. So just like overtime, we've heard no tax on tips. Everybody's excited about it. But can you tell us what it really means, Alex? What's really going on here? Yeah, absolutely. And as Jared was alluding to when we were talking about the overtime portion, it gets people excited to maybe work in those specific industries where overtime is eligible. Same thing when it comes to no tax on tips. We hear this in the news, we see it on social media, and people might be more inclined to work in a tipped industry or occupation when they find out there's some tax benefits. But similar to the tax and overtime, this is not something where you're a tipped employee and this paycheck's X amount, and then as soon as your next paycheck comes, it's significantly larger because there's no taxes on it. That's just not quite the case. Same thing to the tax on overtime, it's going to be something that the employee needs to account for as a deduction when they're filing their own individual taxes come tax time next year. In addition to that, same thing with overtime is it's only for the federal income tax portion. So if you have any other additional state or local taxes that need to be accounted for, it's not exempt from those. It's only from the federal income tax. So that's very important that employers have a good understanding of that component, can explain that to employees. We would probably recommend to a lot of our clients and businesses to get ahead of the game and explain this to employees from the jump. If you have a written communication you want to send out to all your tipped employees to let them know who's eligible for this, what that really entails about it being an actual deduction, not impacting paychecks immediately. And I think the final thing that's really important for employers is include your company tipping policy in those communications as well. Some businesses have only verbalized tipping policies that should be written pen to paper and should be provided to all of your employees. So it's a good opportunity for clients to make sure that their policies are up to date and they can provide those communications to employees ahead of time. Jared, anything you wanted to tack on there as well? Yeah, more trend focus. So just trying to give some perspective as to what we're seeing in certain things that perhaps should be considered as an employer or an HR professional. Alex, when speaking about the overtime piece of the act, the same could largely be said and we are starting to see the consideration or an analysis of a position or employee for purposes of determining exempt, non exempt status, which is a completely separate webinar altogether. Again, we're not gonna get into the super, we're not gonna get super specific there. But what I would say is while this act doesn't generally benefit employers, the main pieces that we're speaking of today avoid don't get cute, I guess is what I'm trying to say. And what I mean by that is we are running into situations, sometimes it works, but where employers are trying to find a way to take advantage of the no tax on overtime or the no tax on tip. It's the two sometimes will collide. Just an example of what I mean by that, and this is particularly in the hospitality and restaurant catering too, but we haven't seen a ton of it, we have seen situations in which employers are trying to take what would ordinarily be a non exempt employee, a server, for example, or bartender and changing their comp plan so that instead of the employee being provided tips, they are tacking on by they I mean the employer, a service fee. So moving from tips to service fee and in some situations, employers are actually able to slip that position under the, retail establishment exemption, which is a federal exemption, exempts from overtime, not from minimum wage. I'm not encouraged you to do this. Again, my point is don't be cute, but, it's a great opportunity to assess whether or not you have your employees properly classified. And one specific area as well is going to be managers in hospitality or any tipped industry. And, I can think of a specific matter I had not too long ago. It was a bar manager. The bar manager was a manager. They were exempt under the executive exemption, but they worked as a bartender each Saturday and Sunday over the weekend and they were tipped. And in that specific situation, the tipped work tipped that position into a nonexempt classification. That's not always going to be the case. Each individual situation is going to be different, but make sure that you're looking at this stuff. Don't get cute and here again, use your resources, whether it's your HR professional with us, CPAs, law firms, make sure that you're leaning on whoever you have available to lean on. But it's not nearly as flashy for the employer as it is for the employee, Fair enough, and it does. That's great advice you gave there at the end there, Jared. These issues can get really complicated very quickly. So we have just a few minutes left now, gentlemen. So one last topic I want to touch on here is how does the Act expand benefits for employers and employees? Yeah, I could jump in on this, but my number one thing that jumped out to me as an expanded benefit is going to be related to any type of paid family leaves that employers are looking to offer. So before this bill was introduced, what employers were able to do before is they could claim a tax credit if they had their own paid leave programs for some of the wages they would replace for their employees who were out on leave. So that was a tax credit opportunity for some employers. What this does now is it expands it even more for companies. So if you're a business who's looking to have a paid leave program for your employees, you now have the opportunity to claim some of those wages you pay out to employees on that paid leave program as tax credits, but also with your insurance carrier, some of your insurance premiums now for that paid leave program can also count as tax credits, which is really exciting for a lot of companies looking to expand that benefit to their employees. It makes it a lot more attractive. One more thing that's really exciting about this as well, before this bill was introduced, if you were in a state where paid leave for reasons was mandated, so think of like a New York or a Massachusetts that have mandated state leave programs, you weren't really able to claim that tax credit. This does away with that when we look forward for the expansion. If you're an employer in a state that does mandate paid leave programs, if you're going to supplement those employees wages more than what the state requires or have a private insurance plan that you pay premiums on for those paid leave programs, you have all these opportunities to claim tax credits on that. So it's really exciting for employers to have this ability to do that and they can now expand to provide paid leave programs hopefully to more employees. It's a larger incentive for companies to do that. Jared, I'm sure you have a lot more to tack on to that as well. There's a lot of benefits that were expanded with this for employees specifically. But you just have a couple minutes Jared, we're coming up against you. Yep, I'm on it, I'm on it Rob. But this is the portion of the Act and what we're discussing today where there is employer benefit and the opportunity to save in tax dollars and offer greater benefit utilization or opportunity to your employees. A big one FSA, dependent care, that number has jumped from 5,000 to 7,500. Remember, if you're going to increase your dependent care option for your employees, you are going to need to go through a process of having your adoption agreement and summary plan description updated and, it's not always going to be the best move to make. There is the consideration, that should be made as to is it going to have any negative impact on your compliance testing tied to your section 125 plan. Another conversation for another day. Talk to your HR business partner about that but there's HSA enhancement or continuation of what is a COVID enhancement with telehealth. There's student loan continuation under section 127, but recognizing that we are getting pretty limited on time, just these are things you can take advantage of and let your employees take advantage of and a lot of them can save you some bucks in the process. Excellent. Thank you, Jared. I really appreciate it. This is just a lot of great information, obviously a lot to cover, ground here. So I just want to recap real quickly what we went through here. We talked about the, immigration and customs enforcement, the ICE, impacts on the workplace. We discussed the, opportunities and challenges regarding no tax on tips at overtime. And then we also talked about the expanded benefits utilization that you're going to be able to see through paid FMLA credits and the FSA and HSA options. I do want to touch quickly, I'd mentioned the I-nine webinar. You can go to paychecks.com/works,wrx, webinars, and you'll be able to find that right there on demand. And we're also planning on a webinar on the no tax on tips once we get final guidance from the IRS on how that's actually going to work. So I recommend you all go to paychecks.com/works. A lot of great articles, a lot of great content, and a lot of great information there in our webinars as well. So I do want to get to one last poll before we get to Q and A, and this is really related to whether you'd like to talk to a Paychex professional about the HR support your business can get to help navigate the impact of all these new laws. If you already have an HR business partner, I highly recommend you reach out to them. These people are experts, and they can also be backed by a whole team of compliance experts here at Paychex who can help get to the answers of some of the very specific questions that I've been seeing come in on this event. So that's great. So if you have just a quick moment, if you want some input, you want some more help, and once again, reach out to HRBP if you have one. So now I know we're at time at thirty minutes, but we did have some interesting questions come in. So if you'd like to stay on, please feel free. If you have to drop, that is fine. We told you half hour. We filled that half hour. But I'm gonna do some quick q and a, Jared and Alex, if you're okay with that. The first thing I wanna get to is overtime taxes. And I saw this coming a couple times, and I didn't really even understand this nuance. But it's around the overtime tax. Can you explain whether no taxes on overtime is based on the premium or base plus premium? And maybe you could even help me what that concept is, Alex. Yeah, I could take that one. That's an excellent question. So this law is only applicable to the quote unquote premium portion of the overtime. So we think about overtime, we sometimes hear premium pay, we hear a time and a half is overtime. There's a lot of different interchangeable phrases that come into play. This applies to only the portion of the overtime premium. So an example of this would be, say you have an employee that gets paid usually $20 an hour for any work that they do. But when they go into overtime, they're paid $30 an hour for all work that they do. That $10 difference that's tacked onto their base pay is all that's going to be eligible for the tax deduction. So it's not the full $30 time and a half that they're able to account for that deduction for no tax. It's only that $10 difference, whatever the difference for your employees would be for their pay rate, that basically essential added on premium for the overtime. Excellent, thank you and thank you for explaining that for me. Tips tax, I know there's sometimes there's cash bonuses to employees. Does that qualify as tips? Is that taxable? Yeah, I can jump on that one as well. And this was something that was a lot of chatter was about this when this law was rolling out, when people were talking about no tax on tips, there was like, Oh, well, companies will just say, here's a thousand dollar bonus to employees and what we're gonna classify it as a tip, so they won't get taxes. That was a loophole that was addressed in this law. So no, a standardized cash bonus would not count as a tip. The federal government, and especially in relation to this law, counts qualified tips. It's going to be voluntary cash or charged tips that are received from a customer or from a tip pool. So just an employer giving an employee a flat rate bonus, but trying to mark it off as a tip is not going to fly. It has to be considered a qualified tip under the law. Excellent, excellent. And that gets you out, that's a great answer right there. I'm going to touch on two more, just so we go over just a few more minutes. This next one's on dependent care, and this is related to dependent care flexible spending accounts. And Rachel's asking, can a company claim the employer provided child care tax credit while simultaneously allowing employees to use a dependent care flexible spending account? I can take this one. The answer to that is kind of. And what I mean by that is an employer can have both and an employer can theoretically take advantage of the tax savings that come along with both. The limitation would be on the employee side and this would it there or then subsequently apply to the employer as well. You can't double dip, so to say. And if you you think about how it's utilized, it there wouldn't really be a very easy way for that to take place. One option is employer provided daycare. It's either on-site or it's a specific location or versus the dependent care side in which it would be used for in whatever daycare the employee wants to use it at. And there's also the provision with dependent care. It can be used with dependent adults as well. So employer can offer both tax savings from both. You just can't double dip and use them both for the same service provided. Great question. Yeah, that is a good one. And then I've got just a last one. Personally, I have two daughters who are both taking advantage of student loan repayment benefits. Has anything changed there? Are the contributions still tax free for both the company and the employee? Is that still happening? How long is that going on? What's happening with student loans? Not necessarily changed per se, but, continued. So it's it's now there's no expiration date. To do this as an employer, you got to have an actual defined plan. It's interesting Monday, I think it was, I think this is incredibly relevant to this question, but there was, people have to start paying their student loans back. Now it was paused during COVID. Now people have to start paying them back and credit scores have dropped, just completely tanked. I think I saw like a average of a 100 credit drop because people aren't positioned to pay those student loans now. So if this is a benefit as an employer that you are considering adding and able to add, you can also bake this into your four zero one k plan, which is an option, doesn't necessarily have anything to do per se with the this act, but there to just talk to your HR business partner or CPA, whatever resources you have, and those are all things that can be sifted out so that you can offer it. Excellent. Excellent. Okay. Well, we're five minutes over. I appreciate, all of our audience members who stayed with us. We had more than three fifty questions during this event, so absolutely a hot topic, a lot going on. I encourage you to talk to your HR business partner. I encourage you to visit paychecks.com/works. And I want to thank Jared and Alex for all the great information they provided today. And of course, I want to thank you, our audience, for joining us today. As a reminder, you can access a printable copy of the presentation deck in the files and resources window. Also, we'll be sending along an email of follow-up. We'll have a recording of the event that you can share, and you'll also still get that console with all the things you can download. So if you can spare a few moments as we close, we welcome your feedback on a brief survey that will pop up. Your response helps us improve future resources like this to support you and your business. Thanks again, and I hope everybody has a great day.