Name: Paycor’s 401(k) Integrations and What They Mean for Your Clients
Uploaded: 2026-08-25T19:31:23.472Z
Duration: 40 min 40 s
Description: Paycor’s 401(k) Integrations and What They Mean for Your Clients

Transcript for "Paycor’s 401(k) Integrations and What They Mean for Your Clients": Hello, everyone, and welcome to Paycor's four zero one k integrations and what they mean for your clients. Thank you so much for joining us today. My name is Kayla, and I'll be your host. And as always, before we jump in, I do wanna give you a quick rundown of the webinar tools on your screen. If you've got any questions, don't be shy. Pop those into the q and a on the right side of your screen. We'll be actively monitoring the q and a, and we'll do our best to address as many as possible towards the end of the session. Looking for extra resources? You can check out the docs tab on the right side. You'll find helpful links related to the session today as well as downloadable presentation slides just in case you would like to follow along with us. Lastly, if you'd like closed captioning on your screen, please click on the CC on the bottom right of your video player box, and you can change the language there as well. Alright. So let's go ahead and get started, and I would love to introduce our speakers. And we have John Mangan, who is a senior financial adviser director. We also have Tyler Fouts, and she is an EDI consultant. And lastly, we have Georgia Saint Ford, who is a strategic partners coordinator at Paycor. And I will go ahead and pass it over to John. Thanks, Kayla. Good afternoon, everyone. Really appreciate everyone that's joined today's conversation. And, we have, put put this team together to speak about integrations, and this this subject came up from a financial adviser roundtable we did a few months ago and, wanted to pull together our experts to really speak to not only how we do integrations, but how we set the right expectations for a successful experience for both our clients and for our financial adviser partners. So before we get into the detail, of today's presentation, I just wanted to give a little background, set the stage a little bit about Paycor and our our go to market strategy with financial advisers. So I've been at Paycor fourteen years, and Paycor is, always been focused on payroll and HR technology to help our small to midsize businesses effectively handle all the administrative requirements and also meet the needs of their, growing businesses. And and and, yeah, that that changes over time because as we all know, small to midsize companies not only have needs from a technology perspective for payroll and HR administrative task, but they need solutions for recruiting, workforce management, developing their people from a talent management perspective, and then everything benefit related. So Paycor has, had great success over the years building the technology that's easy to use to address these needs for our clients. And now that we're part of Paychex, we've even broadened our capabilities from a technology perspective to offer additional services and support that meet our clients' needs from a people and process perspective as well. So the reason I I I provide that context of Paycor's, technology, that's really what we're doing for our clients, and that has not changed even since we've been acquired by Paychex. But since that time, we've really doubled down our attention and our commitment to the financial advisor community. And a couple things that we're committing to with our partnership is, one, making sure we do not compete with you. We wanna make sure that when you are working with Paycor, you're comfortable not only with people you're working with, but the process and structure we have in place that'll ensure that your clients on Paycor's payroll technology will not be contacted about four zero one k unless you are guiding them to that conversation with Paychex opportunities in that space. Primary, our focus is payroll and HR and integration. That's the second part of the commitment to the record keeper that you are recommending to your client. And we have three sixty integrations with over 40, record keepers, and that's what we're gonna spend the majority of our time on today because the differentiation we're focused on is not just that we have this integration, but what is our process to set the right expectations with your clients during implementation? And, also, what are the right service level objectives that we are focused on to ensure a successful setup process? The third commitment is around support because although we have a very strong process, that's a differentiation with our integrations. If there are challenges, questions, or concerns that come up during that implementation or ongoing, we wanna make sure your clients are comfortable on who to contact to get a quick answer to solve those problems or how they can work with you on more challenging, questions to ensure that you have access to pay core resources that will support you as well. And then the final commitment to our relationship is making sure that we're helping you with your go to market strategy. Paycor has over 350 sellers across the country. We have a commitment in each market to make sure you have an experienced representative that you're working with on a go to market strategy. And we now have the ability to refer our partners that are referring us to four zero one k plans that do not have a financial adviser. So that way, we can make sure we're reciprocating the relationship from a business development perspective as well. Other ways we help with the impact is a lot of our financial adviser partners have wealth management, services they provide their clients, And we can provide participant notifications on life events for your clients that use Paychex four zero one k that helps you focus on that part of your business. And then we also have a financial advisor loyalty program at Paycor that we've developed to support your success providing that structure when you have clients working with us. So just to give you a little color around this part of our program, and this was the catalyst that I talked about earlier. We did a financial adviser roundtable and the the that got feedback around what's important for a financial adviser to be successful with Paycor as their payroll provider for their client. But we also got feedback on what type of program we could put in place that would be valuable, to you as a partner. We came up with loyalty programs that really provide three levels of added structure and added support. First one is silver. So if you refer any of your clients to Paycor, doesn't matter what size, we will provide added services and implementation resources to support their success. If you get to gold status, that is just, two deals worth, and, is it $50,000 in in revenue, and then we get to platinum status, five deals, a 100,000 in revenue. When you go to those different tiers, and I'll we'll be sending this out, you will actually have a different structure in place that you can now offer your clients through the Paycor relationship. I won't read all these to you, but, primarily, the focus is around implementation, integration support, including waiving the EDI feeds, that, for your clients, also support, prioritization, which we'll talk about today as well. And then we have market development funds that we can use for co events or joint sponsorship, that we would also be able to, commit to the relationship. So I've talked about this roundtable a couple times, and, you know, I think where we started that with financial advisers is to ask them, what challenges have you experienced when it comes to payroll implementation process? Because we're collaborating with the financial advisor community. We wanna get their direct feedback so we can make adjustments to our process to solve the challenges that they, have faced in the market. And that's what led to today. And the because the the feedback we received, it was about integrations. There was a gray area, confusion that often occurred because if there was a challenge, it was it was unclear. Is it some should they go to the payroll company to resolve the questions or challenges, or should they go to the record keeper? And sometimes, if they went to either of those, it got bounced back and forth. So that was a grayer that obviously caused confusion for the client, caused frustration for the financial advisers. And today, that that was the origin of today's not only conversation, but the process we've put in place to provide clarity on that and to make sure that you're comfortable that Paycor offers a unique differentiation or implementation, integration, and support to help you be successful. So with that so with that said, like I said, we have the experts on the call today to speak to this. Tyler Fotis is from, our our, EDI team. She specializes in integrations, and, she has been a paid corp for almost four years now. So I'm excited to let, Tyler take over and speak to this process that we have in place for your clients. Thanks, John. So we're just gonna mainly focus on our three sixty integration today. We do offer a what we call a one eighty integration, which is just one side of this, the three sixty, and also an OLR, which is very simplistic as far as that allows clients to still have a lot more control and manually upload. Most of our clients do opt for this three sixty integration as it provides the most benefits. So with the three six, there are two parts. There's what we call the one eighty file, which is gonna be demographic information that we send over to the vendor as well as their contributions, any terminations, wages, hours, things like that. And then we have the three sixty side, which is gonna be changes to the deductions. So that allows employees to go into those record keepers and update their contribution amounts, and that gets sent over directly to, our system and automatically uploads. So there's no more manual work on the client's end to actually maintain that information. So this is gonna help reduce the need to manually enter data. It's also gonna reduce those errors, which we all know is very important. It's gonna help minimize those administration tasks. We always recommend that they continue to kinda monitor those things to make sure there are no issues. But there are it's a very rare, and most of those are going to be just seamless, and it's not gonna have any issues. This is going to, again, automatically process all those changes. It's gonna simplify data collection. So I know a lot of clients at the end of the year have to get a an entire census together, and this helps with that process as well. And then it also ensures the timely investment of those four zero one k contributions. Those contributions are gonna get sent over to the vendors after every single payroll, and it's the day after they process. So, typically, it's even before that check date. So it it ensures that we're keeping on in time and not having any delays on that. So this next one, we're gonna take a look at our integration timeline. We've got a chart over here with our top 10 vendors. As you can see, most of these are gonna best case be about six weeks. We do say our average for any vendor is six to eight weeks. That is gonna vary with a few of these. Specifically, John Hancock, Lincoln, principal, and Fidelity are typically gonna be a little bit longer. John Hancock, they really like to make sure that data is 100% the same in both systems, so that can typically take a little bit more time to kinda just iron out. Fidelity is very similar in that regard. They do allow a few discrepancies, but they do not like to have very many as well. So that's kind of where those differences in timeline are gonna be. We are very lucky with, like, Transamerica being a very fast turnaround. That is they do allow some of these integrations to go live without testing. It's not all of them, but it is a few, and that does, you know, allow us to have a shorter timeline with those. And sometimes we can get those turned around in as little as one to two weeks. So in order to meet these kind of timelines, there is a lot that we will need, you know, on a partnership with the clients to make sure we get all that data correct. And as long as, you know, clients are highly involved and we get a lot of responses timely responses from these vendors, we're able to keep to these timelines for the most part. We like to start off these integrations by setting up those kind of expectations with the clients in our kickoff emails. We send an entire guide so that they can kind of read through and have that to reference throughout the integration process, and we found that that is very helpful when they've reviewed those. So they know kind of what their role is, what the timeline is, and anything that might be directed back their direction. So before we even begin the testing, we do ask that the client complete an initial questionnaire. This allows us to gather some basic information like the vendor contact, their plan ID, if they have any plan exclusions, and even if they need assistance with getting things such as hours or a match deduction code set up in our system. We find that this helps streamline that process, and it allows us to reach out directly to the vendor instead of going back and forth with the client again once we've actually been assigned to these projects and have skipped them off. It is important to note with these that before we can even begin testing, we do have to have a, payroll be it that has been processed, then that does need to include these contributions. We work with live data. It is going to give us the most visibility to make sure that we're sending over the most accurate information. Whereas with test data, it's it can you can run into some issues with that. So we do not even have a test environment to go through. We use all live data, so that does have to be processed before we can actually send that first test file. So that does mean that during testing, the client's gonna have to make sure that they are keeping the system updated and maintaining those contribution amounts being sent over. They will be included on all of our email testing with the vendor. That way they have visibility on where we're at, whether or not it's anything that they need to be involved in. It just keeps them in the loop so they know that we are, in fact, moving forward. Vendors typically do not allow us to go live with these integrations until the client has confirmed totals. Typically, this is gonna be those contribution amounts and, like, salaries and hours. Again, we may have to make sure that demographic information is correct. Otherwise, it's gonna cause issues. It will potentially override correct issue or correct data in the vendor system if Paycor has not been updated. And then we always encourage them to ask questions, reach out at any point in the integration process if they've got questions or they need help with resolving some of the discrepancies. We understand that some of the terminology can be confusing, especially we've got some vendors where we utilize a term for one thing and the vendor utilizes it for something else. We see that a lot with Fidelity and adjusted date of hire, for example. They use that for their rehire date, and we have a different field for that. So that kind of thing can cause a lot of confusion, and we always like to make sure that the client knows they can reach out and ask for help, and we will gladly walk them through any of resolving any of these discrepancies. And then this is gonna be just a general project outline. So before the project even gets to the EDI team, we're gonna have a sales lead that is created, and then an opportunity will will be submitted. Once that approve that is approved, that is when the project will be created. When the project's created, it goes over to our intake team who they send out an email, requesting that questionnaire. Once the questionnaire is completed, they will get that assigned out to a member of the EDI team within about one to two business days. And then we're gonna send the kickoff right around the time of that first payroll, sometimes depending on the vendor, especially like a Fidelity. We know those can take a little bit longer, so we'll send that off a little bit sooner to try to help mitigate some of that timeline once they've actually processed payroll. Then we will send a kickoff to the vendor. We'll wait for the vendor to give us those file specifications. There are times vendor has to gather some data from us beforehand or even sometimes from the client. Once we receive those file specification, that is when the testing will actually begin. We're gonna receive results from the vendor. Typically, it's about a five day turnaround for them. And then depending on those errors, we may need to do two or three rounds of testing. It's always our goal to only do one or two rounds of testing, but it just very much depends on the number of errors we might have and how well these systems have been maintained. Once all parties pay for the client and the vendor approve of those test files, that is when we are then able to go live. My team then will monitor that integration for the first thirty days. After that first thirty days, we will then send them over to our support team. And that is all I have. John, back to you. Thanks, Tyler. So I wanted to pause here before we get into the next section around support for q and a. But before we open that up and and either look look at, the questions coming in through chat, I did just wanna point out that what Tyler covered, we've talked to financial advisor partners about this. I I've always been shocked. Every one of them says there's never been a payroll partner that sat down and explained this process. So even though it's a lot of detail and even though, you know, you know, it might dive into the depths that you would rather not get into, End of the day, this is very valuable. And the reason why is it's not an easy button. And we wanna make sure you're comfortable. You have a partner that knows what they're doing, has a process, has the structure, and there's gonna be questions and challenges that occur because we all know that a lot of this depends on the client's, ability to provide the data that is needed, throughout this process to test and make sure the integration is working correctly. And sometimes the client might make a mistake or they might not get to it. So the more we're communicating, the more we're on the same page, the more we're setting clear expectations, and the more comfortable you are that we not only have the people, like Tyler, but we also have the process and the project management skills to stay on task with our clients, the more successful we'll be together. So even though this might seem boring, it's not boring because I've been in this industry for twenty seven years, and the more detail we can get, the more successful we can be. So, hopefully, you're feeling the same way as you hear us talk about this. So with all that said, we would love questions, discussions. Anything that, comes to mind, just throw it out to us, and, we'll see if we can answer. Awesome. Thanks, John. We do have a question here, and it's kind of a long one. If we wanna get into this now, let me know. But, it's it's a Secure Act question. Do you wanna get into that? Sure. Yeah. Alright. Okay. So with the new Secure Act rules around catch up contributions for individuals over a certain age, making over a certain wage, is there any automation in Paycor that can properly code these individuals so that those catch up contributions will automatically go to the Roth account and be properly taxed? Alright. Thank you. No. Great question. Yeah. Yeah. And it fits that thing. You know? There's nothing easy about this. Right? No. This is detailed, complex stuff. And and this comes up quite often, though. So Paycor has built in secure two dot o logic and all the high catch up Roth codes. I don't know why I just did air quote it, but it just seems like I should have done that. But it's it's, it that's all that's all automated for eligible employees. Now now with that said, there's more to it than that. And, actually, this this came up from, I actually took this exact question to product a few weeks ago for a different client. So let me see if I can find that answer, and I'll provide the more detailed product question. But, the high level is, yes, we have that that logic built into our our our technology. Awesome. Thank you, John. We actually do have another question here. This is from Jennifer. I'm gonna just share this on stage here. So our challenge with the 03:60 feed is that we've been told that all hours must be sent over, which also includes unpaid hours. This is a problem because unpaid hours can impact annual vesting. Is the integration now able to separate worked hours from unworked hours? This might be a tricky one. Just throwing it out there. So as of right now, no. We are. not able to separate worked hours from unworked hours. However and I apologize. I don't have an updated timeline or anything on this, but I know it is something that we are working with our team internally to be able to actually separate those out. So it is not right now, but hopefully soon. And, unfortunately, I just I don't have a timeline for you right now. No problem. Thank you for that, Tyler. And that's all we have for now, but I'm sure we'll have more later. Thanks, y'all. And we'll follow-up on that question as well with the timeline in more detail, but great question. Okay. Alright. So we'll keep an eye out for more questions as we continue through this. But let me now reintroduce Georgia Saint Ford. Georgia is gonna speak to the support piece of it. And as we talked about, that's critical, for not only your clients, but for you as our partners. So, Georgia, I'm excited to turn it over, to you for your section. Hey. Hey. I'm excited. So I am a partner success coordinator within our partner care team, and and I'll definitely be sharing with you all the partner resources that we have. But before we talk about partner resources, I really wanna highlight some of the resources that are available to our clients when they need support. So one of the best resources that we have is the support center. So when our clients have questions, they can visit that support center and access those FAQs. There's a wealth of information when it comes to our knowledge base. They can access those knowledge articles, perhaps even review some training, and oftentimes that helps them find the answers to their questions themselves and they're able to use that as a reference point. So they don't actually have to speak to anyone. All that all those resources are just there. Now, they in the event that they need some additional support and they do want to speak to someone, they're able to create a support case within that support center and once that case is created, they get connected to a skilled support advocate that'll be able to answer their questions. And just so you know, the details that they provide in that support case kinda helps triage to the best subject matter expert. So they're getting a support advocate who knows specifically the answer and how to resolve that question that they're asking. Another, avenue for support is that they're able to actually do the live chat. So all they have to do is click get help and they'll be able to access a live, support advocate that they'll be able to chat with and this method actually has the fastest response time. And then last but certainly not least, they can always call the support center and they'll be able to access a live support agent. And just so you know, like 85% of all of our support cases that come in through either live chat or by phone get resolved the same day. So it's really based on the complexity of the case on how how we get those resolved for our clients. So we talked a lot about what the client support path is. Now we wanna talk about what the support path is for our partners. So our financial advisors have a direct support path to partner care where they are able to reach out to us, and we're able to answer those day to day questions that they may have. So, again, we're a small boutique team. So the client has their own support path, and we are basically here for you. What to expect? It says that we respond to requests within two days, but that is very generous because we typically respond within twenty four hours. And oftentimes, you're getting a response within just a few hours. So we'll be able to help support you, and what you'd need to provide is just the client's name. If you have the client ID number, that's super helpful so you can share that with us. Let's say the client mentioned, hey, we went through that support center and we created a support case. They'll get a support case number and you can share that with us as well, and we'll be able to look into that support case and investigate perhaps where they are with the case. Are we waiting for them to respond? Or is it something on our support advocate where we wanna give that client an update? And, of course, we keep you updated. How to engage with us? Very simple straightforward. Partnercare@paycor.com. There is a number there, but you're gonna get the fastest response actually from email because the number is voicemail based. But again, we respond within hours. So when you need support, we are here for you. You. So what types of things should you come to partner care for? So first thing, day to day questions. Hey. I'm not sure where I should be looking for this, or a client mentioned they're having trouble with this. Can you help me? You just come to partner care and if we can't answer those questions directly for you, we'll certainly get you connected to the subject matter expert who can. So just those day to day questions. Up next, escalation management. This is a big one because, again, as I mentioned, when clients provide those support case numbers, we're able to go in and look and escalate those cases and get them prioritized for a faster resolution time. So even if the client didn't create a case, perhaps you created a case or you have an issue and recreate a case on your behalf, we're going to escalate those so they get top priority and get a faster resolution. Another thing is advocacy and I really love this piece because we're able to get special insight and kind of look at that client's account and see, hey. They open multiple cases for the same question. Where are we falling short? So that way we can make sure that we give this client a great experience and can make sure that question was answered so that they don't continue to reescalate or reask those same questions, which we know can cause frustration. So, and last but not least, you have growth. So earlier, John talked about that, financial advisor loyalty chart. As you progress through the chart and you get to platinum status, you'll actually be allocated a partner success manager. So that is a named individual. You'll have their direct email and phone number that you can reach out to. So that way, when you have questions and concerns, not only do you still have partner care in your back pocket, but you actually have this this named individual that you can reach out to. Just to give you a little bit more information about our partner success managers, they are more, they respond reactively just like partner care, but they also do a lot of proactive work. So that entails the quarterly business reviews where they're kind of looking over the relationship, seeing if there's any trends, any opportunities to make that client experience better and to make the experience better for you as you continue to position Paycor to your clients. They monitor the referred clients. Again, they have special dashboards where they can kinda see the client sentiment, see if there's opportunity for us to improve and reach out to that client and get them set up for success. They also do lunch and learn, so they're able to come and speak, and just kinda share more insight about partner care or partner success and any resources that are available to you to make sure that client experience is seamless. And, again, I already mentioned, they do a lot of reactive work just like we do. So those emails, those questions are coming in, but they're also doing that proactive work when they meet with you. Okay. So, actually, that was a lot. So are there any questions about partner care, or perhaps has anyone had any issues in the past where they kinda wish they knew about partner care or partner success? And Kayla, I'm not sure if there's any. I'm not able to see I don't know if there's any questions coming in. Alright. So it looks like we don't have any more at this time. But if you haven't already done so, go ahead and submit your question into the q and a now, and we'll get to those. Yeah. I still wanna, just mention one more thing. So on the screen right now, we have the Paycor infrastructure. And if you're anything like me, you are a visual learner. So this really gives you an overview of just how that client is connected within that Paycor infrastructure. So you have the client right there at the center who has access again to customer success, service, implementation, and that client is connected to you, our financial adviser. And you as our financial advisor are connected to the channel director, but, again, partner success. So, the beautiful thing about this that the diagram doesn't really showcase is that your connection to partner success actually gives you a window of opportunity where you're connected also to implementation, also to service. So we'll be your starting point, but it actually you still have all you still have access to all of the resources that the client has as well. Okay, John. I'll pass it over to you. I know you wanna talk about this one too. Yeah. No. Thanks, Georgia. No. And and and I think real world examples and and as Georgia just described, the structure and the resources we have in place, I know sometimes as a partner, it it might be hard to say, well, how do I navigate this system? And I'll give you one very simple real world example. You should have a a sales representative in your market you're connected to. If you're not, that's going to be part of our takeaway from this is have them reach out to you to schedule a conversation to establish that relationship. But the real world example is we had a client in Indianapolis. They had a, challenge with the integration setup. They contacted their sales rep who was understood this process because all of our sales reps are trained on this. They know how to navigate this. They submitted to partner care. We're able to get on a call with the client, EDI specialist, the record keeper, and the partner care representative, and myself, all within a, you know, twenty four hour period in this example. And we're able to start the process to troubleshoot what the issue was and put an action plan in place to solve. And that's the idea, is to make sure even if you don't remember all of this, just be confident by having a relationship with that the the seller. You can get to these resources very easily, and it can help your client solve challenges that come up during this process. And the only other thing I would say just as a as as is to highlight the structure we have in the loyalty program, and Georgia mentioned that, if you get to the platinum status, you'll actually have a customer success manager. Is that correct, Georgia? Am I saying the right title? No. Partner. Partner. Manager. I was close. Yes. A second to you. And the reason that's so important is now not only you'll have your sales representative, but you'll actually have someone in Georgia's organization you can reach out to directly to navigate those, and they're proactively reaching out to you as well to help with client success. So going back to that's our focus is to differentiate ourselves from the market to help you and your clients. And it's not just the integration process that Tyler talked about, but it's a support structure, that Georgia just, highlighted. And, Georgia, Tyler, I really appreciate everything you covered today. So next steps. So, really, it's about collaboration, and and, you know, I'll share some thoughts here. Anytime I'm just navigating my screen a little bit so I can see it. Anytime we, establish a partnership conversation, you know, I think it's really important that we, as I've mentioned this a couple of times, make sure you know who your local representative is, and you and and that person has that industry expertise and experience, with not only with Paycor, but within the industry that can help you and your clients navigate the right solutions to solve their challenges. That's our goal. I mean, obviously, we want to be in a position where you feel comfortable referring Paycor for payroll and HR needs to your client, and you'll and and you have that confidence that that sales representative will be able to navigate this process to set them up successfully, as Tyler and George just described the resources that we have available. So if you don't know who your contact is, I'm gonna share my contact information at the end, and we'll also reach out to you directly. But that's our goal, to establish that contact with you so we can start the second step, which is a conversation. And we and we call this just an education meeting. You know, meet in person, meet virtually, and just identify how we can help each other. We wanna listen to you, and then we wanna make sure we have a a plan in place that can help you be successful. And then if we meet once and we never meet again, there's no value. But if we can agree to a regular cadence of meeting, we recommend a monthly collaboration session. Because if we're meeting monthly, we're talking about ideas, sharing what we're doing in other markets. That can help you create a vision on how we can partner together and who can help you with your goals. That's how we're successful in other markets. When we're when we have financial adviser partnerships that work well, we're doing all we've done all three of these things. And then we're checking in quarterly just to make sure we're on track because things change and adjustments need to be made. So that's the best practices, that we feel lead to successful partnership, and it's key that it's mutual. There's reciprocation, and that we know what will make this successful for you, and and we're delivering on that. So that's the driver. But we're open to ideas too. So if this doesn't work and you have different ideas, as long as we're talking and sharing, we'll get to a good spot to be successful. So the final and we'll we'll stay on for a couple minutes to see if there's any final questions. But, we do thank you for your time. And just, to share some resources, you'll see here my contact information. I'm responsible for business development and strategic partnerships across the country. I can introduce you to those right people in your market and also handle next steps or follow-up to this conversation that would be helpful for you on any specific clients. That's my cell phone. Feel free to call that as well or my email. And then, obviously, partner care is another resource that you can reach out to directly, that George has spoke, spoke about as well. Alright. Great. Well, it's the time we've all been waiting for. It's q and a. If you haven't sent your question in, go ahead and send those in now to the q and a tab on the right side of your screen. We do have a couple. And so this next question comes from Jessica. What are the most common implementation challenges that you come across here? Yeah. So most commonly, the challenges that we're gonna come across is gonna be primarily, honestly, data discrepancies. I it's very hard and time consuming for clients to sometimes keep up with two separate systems before we're integrated. So we do see a lot of data discrepancies between the pay core system and the vendor system. And again, there are some vendors who will accept more data discrepancies and just let the integration, itself overwrite and correct what is potentially wrong in their on their end. But there are other vendors who they they want zero. They want no data discrepancies. We also come across missing hours a lot. This is more specifically for salaried employees. Again, most salaried employees are not clocking in and out, and if there's no reason to track those hours, thankfully, we do have a way through our payroll system to actually hard code those hours so that it's a one time thing, and clients don't have to actually worry about manually tracking that. We can do that through the deduction code itself. Another, big one we see is missing match contributions. A lot of clients prior to, implementing an integration are just taking care of that outside of payroll. So we do need to get those match contributions added into payroll so they're processed through there so we can include them on those files. Both hours and contributions being missing from the payroll can actually cause longer delays just due to we have to then wait for another payroll to process so that all of that data that we've updated comes through correctly. So, you know, especially with clients who have semimonthly or monthly payrolls, those can cause longer delays. Whereas the data discrepancies, as soon as, you know, an address is updated, we can process a new test file with that update. So, honestly, it's those match contribution hours are gonna cause the longer delays. No. That that makes complete sense. We do have another question, speaking of testing here. This is from Bobby. Why do we need to test? Can't we just push the feed live? So yeah. No. It makes a lot of sense. I understand this one, because testing can take a long time, and it can be very frustrating on the client's end. I have to continue to, you know, manually submit these contributions and maintain these systems. But what we found is that testing allows us to actually keep better records. Whereas, you know, when we have gone live in those rare instances without doing testing, you run into a lot more, you know, discrepancies and errors that then the client not only has to correct in the vendor side, but they also have to come correct on our end. And sometimes it can be a lot more work than just manually submitting those contributions while we go through testing. And it can be a lot to figure out, okay, where exactly did it go wrong, whose was correct, whose was incorrect, especially when we're talking about those contributions. So testing just makes it a lot easier and makes it a lot more seamless. Yeah. Definitely. Would recommend it. Alright. Great. Well, I just wanted to say thank you all for spending some time with us today, and thank you, John, Georgia, Tyler, for sharing your expertise with us. We appreciate you as well. Of course, please reach out to John here, or partner care. If you have any more questions you'd like to learn more, please do so. But that's all the time that we have for today. So once again, thanks so much, and we'll see you all at the next webinar. Take care, everyone. Thanks, everybody.