Name: jeff kuzmich - Migrate_2025_Compliance_Guide_10072025_5065868
Uploaded: 2026-02-26T05:53:07.624Z
Duration: 41 min 6 s
Description: jeff kuzmich - Migrate_2025_Compliance_Guide_10072025_5065868

Transcript for "jeff kuzmich - Migrate_2025_Compliance_Guide_10072025_5065868": Hello, everyone, and welcome to today's event, 2025 Compliance Guide, Your Year End Success Plan. My name is Rob Parsons, and I manage brand and content here at Paychex, and I'll be moderating this webinar today. So first, I wanna get to a few housekeeping notes. Note that the primary audio is coming through your computer, so just make sure you've got that turned up and the volume set correctly. Also, sometimes you may have to refresh your browser to make sure the console works okay. We've got some key commands here to show you how to do that. So let me take you through some other important features real quick. First of all, you can download and print a copy of today's deck for future reference and to access other additional resources. Just refer to the files and resources window at the top right of your console. It's available at any time during this event. Also, if you have any questions during today's webinar, can send them via the ask us a question window. Just write in your question, click Submit, and we'll try to get to them. We're tight on time, there's a lot of ground to cover, but we'll try to get to as many questions as we can. And finally, please note this presentation does not constitute legal advice. It's for informational purposes only. So we have two Paychex experts today who are going to be presenting. So I'd like to welcome Teresa Albino and Tessa Thompson. Teresa is the senior manager of the HR Services Center of Excellence at Paychex where she leads a team of HR strategists and thought leaders dedicated to staying ahead of evolving HR business and technology trends. With over eighteen years of experience, Teresa's passion lies in helping businesses navigate the complexities of today's landscape. Teresa is PHR certified and she resides in Southern California. Teresa Thompson has worked with Paychex since May 2008 and she's responsible for providing HR support to HR business partners and their clients on employee relations, leaves of absence, progressive discipline, performance management, and other areas of the employee life cycle, as well as many other areas of the entire employment life cycle. TISA has a bachelor's degree in business administration with a concentration in human resources management and also holds a master's in business administration from the University of Houston. Now So I want to take you through what we're going be covering today. We're going to go through in this next forty five minutes a variety of topics, make sure you're prepared for year end. We're going to look at critical updates to navigate recent law changes. We're going to give you some insights to understand new regulations and reporting. And finally, we're going to give you the knowledge you need to mitigate risk by staying compliant and proactively preparing for the year ahead. So I want to start with a quick poll just to get a feel for where everybody's heads are at. What we're thinking about, what the priorities are for you. So what aspects of year end HR compliance prep are you most concerned about for your business? And we have a few options here for you. You can click any one of these payroll compliance, employee benefits, the January 1 legislative updates. We know everything turns over at the turn of the year there. We've also got getting the 2025 Tax Act guidance, the big beautiful bill. We know there was a lot of changes and a lot of things happening there. So there's a lot of guidance that come in. So I'll give it just a minute as people enter their answers here. I'm gonna wait till we get to about 25%, and we're coming along. Okay. Payroll, employee benefits, January 1 or the 2025 tax act. Okay. We've got a good chunk of answers. Interesting. Okay. There's a nice spread here. We got payroll compliance very high up there, which is not surprising. January 1, always a big deal. 24% of people are looking at the 2025 tax act. So Teresa, what are your thoughts on this? Does this sync up with what we're seeing out in the field? 100%, Rob. Great to be with you all today. As we approach the new calendar year, No surprise to me that January 1 legislative updates are top of mind, close second with payroll compliance, completely aligned with what we're hearing out there from our clients. Now, there are certain compliance matters with specific deadlines that you can anticipate and will need to handle every year. A few examples of these predictable compliance deadlines do include filing your W-2s. Generally, by January 31, employers must provide Form W-two to employees to file their federal and state taxes. A copy of each employee's W-two must also be sent to the Social Security Administration with the same deadline. You are likely familiar with the Affordable Care Act or the ACA. ACA reporting companies subject to the ACA's employer shared responsibility provision must prepare and file Forms ten ninety four and ten ninety five with the IRS and distribute Forms ten ninety five to applicable employees. Our goal today is to help you be prepared for critical compliance tasks to make for a smooth year and a successful start to the new year. Now here are some fun compliance related facts for you from one of our recent paycheck studies. Did you know forty nine percent of leaders find it really challenging to maintain compliance But specifically, when it comes to recordkeeping and documentation, data privacy, federal and state regulations, when it comes to termination and mandated training, it can be really hard to keep up. I'm from California where those requirements only seem to double and triple over the years. Compliance also comes with a cost. On average, it costs employers $13,384 per year to maintain regulatory compliance. It makes sense when we see 21% also responded that they get help to maintain regulatory compliance. Compliance may not always seem exciting. No one starts a business thinking that HR and compliance are their top goals, but it does play a critical role in protecting your business. Mistakes can be costly, which is why we today will walk through a practical checklist to help you stay on track of key updates and requirements. Now that we have explored some interesting fun facts, is important to shift our focus to the practical side of things. Now understanding that these details help set the stage for being prepared for the unexpected, which is critical for seeing compliance as we wrap up the year. Now other deadlines may be more unpredictable or triggered by certain events such as when you bring on a new hire or an employee leaves the organization. Now, in such cases, knowing what's required and what your window of time is to meet your responsibilities is the best way to prepare. So let's dig into a few key areas here. We've got payroll and tax compliance, employee benefits, compensation policies, staff and hiring considerations, especially for those of you who have seasonal hires. We are very, very quickly approaching the holiday season and obligations related to the 2025 Tax Act. So let's dive into the topics which is really the reason why you are all here. Tisa, you want to kick us off? Yes, thank you, Teresa. So part of being prepared for the unexpected is knowing that information is accurate, right? That brings us to our next focus, verifying employee information, which plays a key role in staying compliant as we close out the year. So verifying employee information. So what does that include? Well, validate employee addresses. Incorrect information could delay the receipt of W-two forms for some workers and really just kind of create, you know, a waste of your business with extra printing and mailing. Your employees should also be reminded to verify state and federal withholdings that those are still accurate for the new year along with pay deductions. Review benefits and confirm employee eligibility and that beneficiary information is still accurate. Review PTO, vacations, sick time balances. Be prepared for your employees to ask about this. Employers will also want to confirm and share that carryover date or grace period for your FSAs. Check your records for employees who left the company during the year just to make sure their employment eligibility status is correctly updated. And then also ensure that for those terminated employees that you're making sure that you're getting them their W-two out in a timely manner as well. So once an employee information has been verified, the next critical step is ensuring that W-2s are submitted on time. So accurate and timely reporting helps protect both your organization and your employees as we start to close out the year. So double check W-2s to be ready to furnish and file by January 31, but keep in mind this date changes to the next business day if that date falls on a weekend. Double check accuracy of Social Security numbers and Federal employer identification numbers. Report all taxable income, whether cash or non cash benefits, explore setting up a secure online platform for employees to access their pay stubs and W-2s conveniently. Now, the IRS does have requirements regarding employees consenting to receiving their W-2s electronically, so you'll want to reference that before setting up any sort of platform for the W-two distribution. And now that we've covered W-two reporting requirements, let's move into another key area of your year end compliance, and that's payroll tax reporting. Specifically, we're going to look at FICA and FUDA reporting and which employers must also reconcile and file accurately to remain compliant. So FICA and FUDA reporting. As you may be aware, filing deadlines and various tax responsibilities, for example, per the IRS, if your FUDA tax liability is more than $500 for the calendar year, you must deposit at least one quarterly payment. If your liability is 500 or less in a quarter, carry it forward to the next quarter. So the Affordable Care Act requirements, right? So companies that are subject to the ACA's employer shared responsibility provision may need to prepare and distribute ten ninety five C forms to those applicable employees. So NOTA new law for twenty five-twenty twenty five, the Paperwork Burden Reduction Act, allows employers to provide a notice on their website instead of automatically sending the form, but they must still provide the form if requested by the employee and file forms ten ninety four C and ten ninety five C to stay in compliance. Independent contractor payments. So if you have an IC, also qualifying ICs who earn more than 600 in a calendar year need to receive their correct statements for tax purposes. You can report these amounts using Form ten ninety nine NEC. Last year, we had a lot of questions about the difference between Form ten ninety nine MIS C and Form ten ninety nine NEC. Well, the difference lies in the type of payments, that they report to the IRS. So Form ten ninety nine MIS C is used for reporting various types of miscellaneous income not considered wages, salaries, or tips. Commonly, these payment, you know, come these will include like rent, prizes or awards, or other income payments, payments to an attorney. Medical and healthcare payments, prior to 2020, this form was also used to report non employee compensation, but that has changed. And so the Form ten ninety nine NEC, which is non employee compensation, specifically is used to report non employee compensation payments such as payments of $600 or more made to independent contractors, freelancers, or self employed individuals. These payments were previously reported in box seven of the ten ninety nine miscellaneous form. The IRS reinstated the use of Form ten ninety nine NEC starting in the tax year 2020 to separate non employee compensation from other types of miscellaneous income. So to summarize, use ten ninety nine NEC for reporting non employee compensation. Again, that's payments to independent contractors. And then use ten ninety nine MISC for other types of miscellaneous payments like rent, royalties, or prizes. Alright. So now that we've discussed year end documents required for taxes, Teresa, do you want to take over by talking about Open Enrollment? Absolutely, Tisa. That was a lot of really great information, it was a lot of it, and I am grateful that you handled taxes for us today. But thank you so much, Tisa. So open enrollment will be here before you know it. Ensure you're prepared to refresh your benefits packages and complete the following tasks related to benefits and clients. Now, offering competitive and accessible benefits is essential not only to attracting top talent, but also to retain your valued employees. This demonstrates your company's commitment to their well-being and long term success, which is really top of mind for today's employees. A couple of things you want to do review coverage plans and health insurance policies. Group health plan renewals many group health insurance policies renew on December 1 or January 1. So you'll want to review coverage plans and pricing, as well as health benefit plan annual notices, plan documents, and so much more to determine if changes are needed and to be knowledgeable about the plans that you have to offer your employees because those questions are going to come rolling through. Now, open enrollment. You want to prepare communication with your employees, schedule any informational meetings. You've also got FSAs. Now, if you plan to establish a flexible spending account or renew them, allowing employees to set aside pre tax money for medical or dependent care expenses, your business needs to set up the plan and employees need to enroll before the New Year. You'll also want to review health care plan filing requirements and deadlines and collect your payroll records. Gathering payroll records if your workers compensation policy mirrors the calendar year. An auditor might want to review payroll records in accordance with policy period to verify if any adjustments need to be made to your initial premium. Now, as part of preparing for open enrollment, it's important to take time to review your ACA requirements to ensure compliance, avoid potential penalties, and you will want to confirm that your benefit offerings align with federal standards. Technology is not on my side today, friends. Here we go. Now the expiration of the Affordable Care Act or the ACA enhanced premium tax credits or PTCs at the 2025 will significantly increase costs for individuals and heightened compliance risks and potential penalties for businesses subject to employer shared responsibility ESR provisions. Now, end of the credits will drive more people to seek employer sponsored coverage, which increases compliance complexity for businesses like yours. Now, end of the premium credits has specific consequences for applicable large employers or ALEs, those with 50 or more full time equivalent employees who must comply with the ACA's ESR provisions. You may run into an increased risk of penalties. An ESR penalty is triggered only when an employee receives a PTC from a government exchange. While the end of the enhanced credits may shrink the overall number of subsidized enrollees, it increases the risk that an employer's offer of coverage will be deemed unaffordable or lacking minimum value. This is because employers previously ineligible for PTCs due to higher income can now receive a subsidy if their employer's plan does not meet new standards. Larger penalties for noncompliance. For 2026, the penalties for noncompliance are increasing significantly. And then there is a failure to offer coverage. If an ALE fails to offer minimum essential coverage to 95% of its full time employees and at least one employee gets a PTC, the 2026 penalty will be $3,340 per full time employee minus the first $30 is up from $2,900 in 2025. Now let's talk about unaffordable or low value coverage. If an ALE offers coverage that is either unaffordable or does not provide minimum value and an employee receives a PTC, the 2026 penalty will be $5,010 per affected employee up from $4,350 in 2025. Now the expiration of the enhanced tax credits is expected to cause ACA enrollees out of pocket premium payments to increase by over 75% on average, with people in some states seeing their payments more than double on average. Lower income and older enrollees as well as those who live in states that have not expanded Medicaid are expected to see the most significant premium payment increases. Now Tisa, will you take us into the next piece? I absolutely will. Now let's talk about compensation, which we all know is a critical piece for your business to remain competitive in your industry. And as Tom Cruise said in Jerry Maguire, well, show me the money. The end of the year and the start of another is a great time to review employee compensation to evaluate your total rewards offering to be competitive with the current hiring market based on your industry and the geographic location of your employees. As we all know, the hiring market continues to change and evolve at a very rapid pace and leveraging resources and your HR business partner to ensure you have the most up to date information, well, that's key. So determine your year end bonuses. If your business awards year end bonuses, work with your payroll provider to issue the checks, either as a separate line item in a separate check, additional bonus taxation may apply there, or pay an additional amount such as overtime owed to the employees receiving the bonus. Assess wage and hour updates. If your applicable state or local minimum wage rate or salary threshold increases in 2025, ensure the updated amount is reflected in applicable employees pay as of the effective date. In addition, review your obligations under applicable state and or local laws concerning other wage and hour matters, and that is critical, a very critical component to ensuring your business stays compliant. So check updates to wage based limits. Right? So resetting wage based limits should also be part of your year end human resource compliance checklist. For the upcoming year, companies should be budgeting for taxes they may not be paying now if employees have already met wage based limits. Wage based limits start over every January 1, including federal and state unemployment tax, Medicare, Social Security, and state employment taxes. So, one final tip: use our interactive map to stay ahead of what's happening in your state. Access the state compliance map shared in the webinar console. Support your team and optimize your workforce by taking some of the following actions: creating or updating your 2026 training calendar, right? So consider developing a calendar of required training for managers and employees, examples which include safety practices, DEI training, hiring practices, and leadership and delegation. You may also want to schedule time to update managers and staff on protocols to ensure continued compliance with OSHA, CDC, and local guidance. Support your team and optimize your workforce by taking some of the following other actions. Reporting employee time off. If you have a self-service portal, remind employees to review their PTO. Vacation, discretionary, holiday, sick, and paid time off banks, especially if you have a use it or lose it policy, and, of course, if permitted where you operate business, or if you have caps and carryover amounts. If your business tracks this for employees, you may wish to remind them of their balances. Support your team and optimize your workforce by taking these additional. Create a business continuity plan. This is where gaps can easily arise because the urgency may not seem as critical as some of the other items. Check your company's severe weather, natural disaster, and emergency health policies, and have a BCP plan in place to protect your business operations at year end and throughout 2026. You don't want your business operations interrupted by any unexpected event simply because you didn't have a plan in place. Update the employee handbook, right? As part of your annual review, look over the handbook, you know, make sure it's included in your year end checklist. If it's not conducted earlier in the year or on an ongoing basis. All new policies should be included in the handbook and communicated to employees. You may also want to review any remote or hybrid work policies that you have implemented in the past few years. Specifically, some of the tax or sorry, business tax obligations for year end payroll, they're going to vary by state, business size, industry, and other factors. As an employer, it's your responsibility to fulfill year end tax obligations. You must send employees and contractors specific tax forms by the January and submit wage and tax information to the SSA and IRS. Specifically, some of the year end forms include Form W-three summarizes the information in the W-two, and this is submitted with W-2s to the SSA. Form ten ninety nine NEC, and that is a statement of income for any wages over 600, and that's for your independent contractors. Form nine forty, filed with the IRS by businesses with one or more employees and used to determine the employer's federal unemployment tax, which is based on the business's annual payroll. Then you have Form nine forty one, due quarterly and used to report wage withholdings for income taxes as well as the employee's share of Social Security and Medicare taxes, plus the employer's share of FICA. And then Form nine forty four applies to employers with annual tax liability who withheld federal tax income, FICA, totaling $1,000 or less. And then Form ten ninety five, as part of the Affordable Care Act, if you have an average of 50 or more full time employees, and that is including full time equivalents during the preceding calendar year, you must file Form ten ninety five with the IRS. Self insured small businesses must file ten ninety five B to report information on individuals provided minimum essential coverage, and employers with 50 or more full time employers, including full time equivalents, must file ten ninety five C on health insurance coverage offered to full time employees and their dependents, and if self insured, they must also provide information on individuals enrolled in coverage. Failure to file or furnish these forms in a timely manner could lead to penalties. All right, now that we've talked through the tax obligation, it's only right that we talk about the 2025 Tax Act. Teresa, do you want to talk us through this? Absolutely. Thank you, Tisa. I continue to be so grateful that you're doing all the heavy lifting with taxes here. The IRS has stated that they will not be changing the employment taxes September, September, and information returns of W-2s ten eighty nine times for tax year 2025. The law provides for an employee to claim the deductions retroactively for 2025 using a reasonable method for determining the amount of tips and overtime that can be used. The IRS has yet to issue rules on what the reasonable method is. We are still analyzing additional impacts and waiting for guidance from the IRS there. But we do know there will be changes in how tips and overtime are reported to the employee at the end of the year. Beginning in 2026, there will be special instructions for reporting tips and overtime on the W-two. Hot off the press, the IRS released a draft form Schedule 1A on September 30 that may be used by individuals who want to claim one of several deductions when filing taxes in 2025. The form is not official yet and could be changed by legislation. The new form could be used to claim a deduction on qualified tip income or qualified overtime pay. These are below the line deductions which means an individual will be able to lower their taxable income but not their adjusted gross income with these deductions. All income thresholds of the Federal law remain in place. The IRS already announced that it will not make changes to the existing Form W-two, Forms ten ninety nine, and Form nine forty one nor to the withholding tables for tax year 2025. Employers are instructed to continue using current reporting and withholding procedures for qualified tips and overtime compensation. Let's talk about no tax on tips. It's not quite fair to say there is no tax on tips at all. What mean by that is there is a deduction on personal income tax returns for qualified tips reported on the W-two. The limit of $25,000 of available tips can be claimed as a deduction. If gross income exceeds $150,000 $300,000 for a joint filer, the deduction shall be reduced by $100 for every $1,000 over the limit. This was effective after 12/31/2024. Now the transition rule allows for any tips that need to be reported before oneonetwenty twenty six to be approximated using a reasonable method to determine tips for the deduction. Please know that all of us here at Paychex are following this very closely. We will be hosting a webinar specific to no tax on tips or overtime following the release of government guidance. Now let's talk about FICA tip credit. Now this is an extension of the FICA tip credit to certain beauty service businesses based on tips needed to meet the federal minimum wage of 5.15 an hour. The credit becomes applicable to the barbering and hair care, nail care, aesthetics, and body and spa treatment industries. Statements will be required to be furnished to the Secretary as well as the payee designating the portion of payments as tips and if they were received in one of the designated occupations. This is effective from 2025 through 2028. Expanding a little bit more on no tax and overtime, it's a deduction on personal income tax return for qualified overtime compensation reported to the employee on the W-two. The limit of $12,500 $25,000 for a joint filer can be claimed as a deduction. If gross income exceeds $150,000 again $300,000 for a joint filer, the deduction shall be reduced by $100 for every $1,000 over the limit effective also 12/31/2024. Now, this transition rule allows for any overtime that needs to be recorded before oneonetwenty twenty six to be approximated, again using a reasonable method to determine the qualified overtime for the deduction. Now you definitely want to expect IRS guidance on reporting. Employers may want to educate employees about completing W-4s to change withholding due to tax law changes that are applicable to them. Use your expertise following this webinar to elaborate on any of the information that your employees might need to succeed as they get ready to file for the upcoming year. Now let's talk about other key changes from the 2025 Tax Act to keep in mind as you wrap up the year. The QBI, this rate remains 20% in the new law. There is also SALT. Now temporary SALT limits of $40,000 starting in 2025, which would begin to phase out after $500,000 of income. Now those amounts would increase by 1% annually through 2029, at which time the cap would revert to $10,000 in 2030. Bonus depreciation. The new law does allow for full and immediate expensing of new and used equipment. F and D expensing, this restores R and D expensing to 100% and includes retroactive relief to 2022 for small businesses. Green energy tax credits, this new law fades out credits to wind and solar with projects potentially requiring to be in service by the 2027 to qualify for a full tax credit. I know this was a ton of information today. Thank you for sticking with us. This concludes our section regarding the 2025 Tax Act. But Rob, I'm now going to pass it back to you so that you can recap everything we've covered today. Thank you, Teresa, and thank you, Tisa. A ton of great information. And I've seen some questions come in. We will have a recording of this event available after the fact. So you can take it, digest it. We'll be sending that in a follow-up email. There's also a lot of great resources in the files and resources section of the consults. Just to recap, today we covered all your upcoming compliance tasks and deadlines, and there's plenty of them. Some of the implications for getting it wrong, we certainly don't want to do that. Tips on how to streamline these things and stay in regulatory compliance, and also just to let you know that help is available. You don't have to go it alone, but there are some additional compliance responsibilities by industry, so be sure to verify what's needed for your specific business. Paychecks HR professionals have industry expertise to help make sure your business is prepared, no matter the nuances of your field. Without that in mind, let's spotlight some of the impending deadlines from the first of the year and also the checklist we've developed to do some of the thinking for you. So here's some of the deadlines starting in January. So as you can see, there's a lot to be done and a lot not to be missed. So be sure to download the free compliance checklist from the console so you can be prepared. So we really hope that this information has been helpful and informative. And now we'd like to turn our attention over to just a quick poll. If you do have an HR professional working with you, absolutely reach out to them. They can help you with this, and they're backed by a team of specialists and compliant experts, so they can really help you confidently tackle all your current and future HR challenges. At every stage of your business, our HR expertise and industry leading tech helps you streamline HR functions and give your people the tools and time to be more productive. Now if you don't have an HR professional or that kind of solution or service right now, I encourage you to reach out and talk to a Paychex professional about meeting your end compliance needs for your business. We have people who willing to talk to you, you can see what it will take. Really, there's no reason to go it alone, as I mentioned earlier. There's people here who spend their whole lives thinking about this and focus on this so that our clients can focus on their businesses and focus on their people. So now I want to get to the Q and A. We've had a lot of questions come in throughout the event. A lot of them are very specific and I don't want to get too detailed there, but there are some that were general that I think played very nicely. This first one, Antisa, you might be able to handle this since you handled all of our tax content today. This came from Rachel. How can I prepare for the possibility of increased IRS scrutiny? Sure, I can take that one. So one, you want to take the time to gather the information necessary to file the forms ten ninety four C and ten ninety five C forms correctly. Verify that correct information is provided on the forms. So, for example, identify based on the ESR provision which employees are full time employees for each month of the tax year and assess whether the full time employees were provided affordable coverage that meets minimum value. Take the time to verify that forms are completely correct, and then if not, take an advantage of the Paperwork Burden Reduction Act or PBRA, which allows employers to provide a notice on their website instead of automatically sending the form, but they must still provide the form if requested by the employee provided to applicable employees and filed with the IRS timely. That is interesting. I like that little blanket solution right there, Tisa. This one comes from Jeff and I also want to point out, we just had a webinar that is available on demand on pajox.com on our Works Knowledge Center about the HR impacts of the Big Beautiful Bill Tax Act. There was quite a bit of discussion on the no tax on tips and the no tax on overtime. So there's more information here. Batista, I'll give you a minute to react to this. Jeff wants to know, how do we best position our company to ensure our employees will get the most out of no tax on tips or overtime? Because I know it's not as simple as, oh, I just don't get taxed anymore. There's something else going on there, isn't Absolutely, absolutely. So, make sure you have proper tracking, whether for OT or tips, accurate job titles, ensuring voluntary tips are properly reported. You'll also want to be sure to keep detailed logs of overtime hours and pay to support deduction claims. Additionally, communication is key. Share internal communications summarizing the benefits and how employees can take advantage. That's, that's excellent. And there was a lot of information about communications, really helping people understand because the employer absolutely is usually in that position of having to dig in, having to deal with it, and helping their employees understand is super critical. Teresa, I have a question just for my own self. We talked a lot about federal regulations and how to comply with that. But we've also seen that the federal government is pushing a lot back down to the states. So how do I manage the feds, the states if I'm in multiple states? There's a lot going on, isn't there? Yeah, you are not wrong, Rob. And as I mentioned earlier, I'm in California. We're staying on top of California legislation, coupled with federal as a full time job in itself. So again, in the console, we've shared an interactive state map that can help you quickly ramp up on different compliance regulations by different locations. For our Paychex clients who are on HR Pro or PEO, your dedicated HR business partner and the tools included in your package will certainly help to keep you up to date on the latest and greatest as well. So we certainly have the tools to support you no matter what stage you are in. Love Love it. I have just got one last question here. It is a few questions that are coming in. We have quite a few Paychex clients on this event, on this webinar, with a lot of questions. Doesn't Paychex do this? Can Paychex do this? How does Paychex help? So, Theresa, could you just help me understand really quickly how does Paychex help with business compliance? Because you're out there really working with clients, you understand what's actually going on out there in the field. Yeah, yeah, I love this question. I mean, where do I begin with how paychecks can help? We talked a lot about some compliance topics today, but it expands also so much into employment law compliance as well. So HR and employment law compliance, as I mentioned, our HR business partners are well positioned to support clients with staying on top of the latest and greatest. We also have our Paychex Flex technology, which allows you to keep track of payroll, maintaining W-2s and I-9s. We talked a little bit about benefits and insurance compliance today, and that's something our benefits specialists are prepared to support you with well. So no matter what your needs are, we've got someone or a tool to help you. That's great. Thank you so much. And I was looking through it. It brings us just to about the end of time. So that concludes our time together. Thank you all for submitting the questions. You are so helpful to see the kinds of things that are top of mind, so that we can prepare future events, to help you out with good information and good support. Teresa, Tisa, thank you so much today for providing all this great information. I really appreciate you taking the time. And our audience, I want to thank you for joining us today for this year end compliance checklist. I know it's critical and it's thoughtful and you're really, those who are here today are obviously getting ahead of it and getting ahead of it, to be ready and make sure it goes smooth and simple. So be sure to explore the wealth of resources available in the webinar console. We've got our state by state interactive compliance map. We've got the common penalties for noncompliance. We've got, of course, the year end payroll checklist. And as a reminder, you can download and print a copy of today's presentation. A lot of great information there in the files and resources section. And then also, we will be sending a follow-up email that you can share with others who you think might find this information useful. Finally, I encourage you to provide feedback on today's presentation. There's going to be a survey that pops up as we close. That really helps us make sure we're delivering good, valuable content to you. So thank you everybody. I hope you all have a great day. Thanks again for joining us.