Benefits are becoming a big deal. With everything that’s happened in the last year-and-a-half with the COVID pandemic, health care seems to be on everybody’s mind. There are healthcare options available to benefit all employees of companies – big or small.
Today, Toby Mathis of Anderson Business Advisors talks to Fred Lovingier from Insperity about human resources (HR) issues related to healthcare benefits.
Insperity’s mission is to help businesses succeed so communities prosper. It wants businesses of any size to succeed so that schools are better, children are safer, crime decreases, and people can get back to work.
- What are the big issues that have emerged in HR in the last year with the shutdowns, vaccines, and everything else? Things are moving quickly in the way that employees are handled and managed. HR departments are being asked a lot of ‘can I’ questions now.
- How well would you sleep at night knowing you’re protected with good advice from experts? Insperity’s experts know what you can and cannot do in every city, state, and municipality.
- What does Insperity do for small companies and their employees? Insperity gives small companies all the big company support that they can’t get. It doesn’t matter that they’re small. They still have needs, they still have employees.
- What if a small company wants to offer health as well as other benefits to employees? Insperity’s workforce acceleration system is geared toward a small business. It’s scaled for what they need. It has payroll, administration, and ability to provide brokered benefits.
- How much does applicant tracking or onboarding cost? The starting cost at Insperity for those turnkey services is about $55 a month per employee. When bringing talent on, you want to attract, retain, and develop them.
- What if a company gets sued by an employee? The ability to offload that liability to Insperity offers some net asset protection.
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Full Episode Transcript:
Toby: Hey, guys. Toby Mathis with the Anderson Business Advisors podcast. Today, I have Fred Lovingier from Insperity. I’ve known Fred for a number of years. We worked together on a number of cases. I wanted Fred to come in because I don’t think this gets enough attention.... Read Full Transcript
I think that in light of everything that’s gone on in the last year-and-a-half with the pandemic, healthcare is becoming something that is on everybody’s mind. I think that we need to talk about benefits to your employees to you no matter how big a company you are.
You could be small, you could be three people, you could even be a husband and wife, whatever, or you could be hundreds of people. There are solutions that are available to you. I brought in an expert, Fred Lovingier from Insperity on HR issues. They’re a partner with United Healthcare, right?
Fred: Yeah. We’re their third largest client.
Toby: Third largest client too?
Fred: Yes, sir.
Toby: They’re Fortune 500. You guys are massive.
Fred: Yeah, it’s Walmart, Coca-Cola, and us.
Toby: Oh, my God. You guys are huge.
Fred: Thank you.
Toby: You qualify as an expert in this area, obviously. I want to bring the information back out. Right off the bat, Fred, what are the big issues that you’ve seen emerge in HR in the last year, in light of everything that’s going on with the shutdowns, the vaccines, and everything else? What are the big things you’re seeing?
Fred: That’s a great question, Toby. We’ve seen things moving very quickly in the way we handle and manage our employees. We’re getting a lot of ‘can I’ questions where we didn’t get those before. Can I make them get a vaccine? Can I make them come to work? Can I hire remotely? How do I make them work remotely? How do we do a hybrid position?
We’re getting a lot of ‘can I’s’ as this thing changes. It doesn’t matter if you’re three or four employees, or hundreds. We’re all facing the same thing. One of the things that we have in our toolbox is we have experts that our clients get access to. Regardless of size, regardless of what type of business, wouldn’t it be great if you could call somebody with 10 years experience in HR that has all the certifications, ask them these questions, and get real answers on what you can do?
It doesn’t matter because our experts know, in every city, state, municipality, what you can and cannot do. How well would you sleep at night knowing you’re protected with good advice from experts?
Toby: I think that’s actually a really critical point that you’re making there and that a lot of people don’t realize is you want expertise. You don’t realize how important it is until you’re in the middle of a situation where the liability, the stakes are really high right now, not just your health, but also your business if you do a misstep. Are you going to find yourself on the wrong side of a lawsuit with a bunch of employees going to the FDA because you stepped on a law that you didn’t realize even existed? Fred’s group, Insperity, how many employees do you guys administer for?
Fred: We have about two million employees in our group.
Toby: Two million. They see it, done it, they’ve got all the lawyers, everybody. How do you bring this to market? I’ll just use an example. How does somebody who has just a few employees, less than 10, let’s just say 2–10, how do they access a company like yours? Can they access a company like yours, and what would you do for that person?
Fred: That’s great, Toby. It’s a big misnomer that we are a very large company. We have 4000 internal employees taking care of 100,000 businesses. We are a large company, but we’re made for these smaller companies. We’re made to be an advocate on their behalf. Our market strategy is to be able to give these companies all the big company support that they can’t get on their own because they’re too small. We want to come in and fill that gap.
Like you said, for a 3- or 10-person company, we have a very stripped down, customized offering for them that allows them to take care of their people, give them amazing software, keep them compliant, run all their payroll, do all the reports, and help manage their people.
Here’s the beautiful thing about that. They get that team of experts I referred to. It doesn’t matter that they’re small. They still have needs, they still have employees. The better we take care of employees, the harder they work and the more productive they are.
Regardless of the scale and the scope, we want to be able to use our experts with all their experience to help these small businesses. Toby, I know you know this, but your listeners do not. Our mission statement of our company is we help businesses succeed so communities prosper. We want nothing more than to see a business of any size succeed so that our schools are better, our children are safer, crime goes down, and our country gets back to work.
Toby: Absolutely. I Imagine that right now that’s becoming even more critical. Let’s say that somebody is out there. It’s husband and wife and they have two employees. They know they have to do payroll, they want to offer benefits, they want to be able to do a 401(k), they want to be able to do health and everything. Is that even possible? Is that something you guys help with, where you can take them down the path and be basically a system of their HR?
Fred: Yeah. We absolutely have a system built for that. It’s called workforce acceleration and it is geared towards a small business that doesn’t have the complexities of a larger company. It’s scaled exactly for what they need. It has the payroll with all the appropriate reporting and all the appropriate nuances to a payroll. It also has all the administration built-in in a payroll specialist. It’s got the ability to bolt on or provide brokered benefits.
Because benefits are becoming such a big deal, not only do we have the ability to take care of existing benefits or if somebody wants to go and get benefits on their own, we also have our in-house brokers with all of our scope, scale, and expertise that can provide those as well to these small companies. Then it comes again with all the HR-related compliance so that we make sure you’re safe no matter where you’re operating.
Heaven forbid, you want to pick up an employee in New York and you don’t know or you’ve never been in business in New York, one of our experts can help you with that. Or if you have growth plans, and you see a remote workforce and you want to pick up some talent, we can tell you exactly how to do that from applicant tracking all the way down to onboarding them in every state in the country. We’re geared for this.
Toby: Just so people know, what is the cost of something like that? Do you have something in the ballpark?
Fred: Absolutely. Our starting cost for all of that turnkey, all included, about $55 a month per employee.
Toby: $55 a month per employee, there you go. It’s really simple. It’s not tens of thousands. It’s not ridiculous. You don’t have to hire an HR person. You can literally leverage this up. For small business, let me see if I can do math in my head. If you have five employees, you’re probably talking around $3000 a year, all their payroll, HR, all that good stuff. Good. If I’m not mishearing you, you said brokered benefits. So you’ll help them get the health in the 401(k) and those types of things.
Fred: Yes, either internally or externally, depending on their preference.
Toby: The hardest part that I see that people have is that if they’re less than 10 employees, they won’t qualify and won’t be able to get group life insurance with most. Here’s your answer, to be able to go over here and do that. I’ve had so many clients come up to me and tell me that they can’t do benefits because it’s cost-prohibitive. Here’s an easy solution, working with somebody with two million employees. I think that they know a thing or two that they’ll be able to help you. Perfect. That’s number one.
Number two, let’s look at the folks that are in a little bit larger. I think I gave you an example of a construction company that has between 10 and 30 employees. What would you say to them? What kind of solution do you have for a company like that?
Fred: A company may be in the trades or just any company and 10–30 employees, they’re in that no man’s land. They’re not over 50 where the Affordable Care Act comes into play and there’s all this complexity with it. They’re not a small business that is pretty well run in a small group, but they’re tight. They’re in that no man’s land that is in between where it’s hard.
This is where we thrive. This is where we come in. We can do three things. We can provide our national health care plan that allows them to join our group. This is like Costco. When you come on to our platform of two million employees, you get that big business insurance, you get that big business rates.
We bring you on to our insurance plan, our national plan. It allows you to really get coverage better than anything that you can get pretty much anywhere else. It also gives you all the compliance that you need, but here’s the catch. When you have 20, 30, 40 employees or more, all of a sudden liability comes into play.
Fred: There’s not an employer around that is not aware that someday they may get bit by an employee that gets sideways. The ability to offload that liability to us, in turn, get some net asset protection.
Toby: I’m going to hit on that. I know you’re going to go to number three, but I want to hit on that just for a second. You’re basically able to work with them. Let’s say you have 20 employees, you’d pick up the liability for those employees. If somebody says wrongful termination, they sue you instead of the client?
Fred: Yes. They are on our FEIN.
Toby: It sounds like it’s a PEO service.
Fred: It is.
Toby: You have a professional employer organization. You also get access to the Fortune 500 Health Plan at that cost. You’re getting a really good deal, then.
Fred: Yes. I can go a little further into that just to put your listeners also at ease. This is an ERISA-controlled health plan, which means our company is not legally allowed to make a penny on it. It’s a direct pass through. No broker freeze, no residuals. It really is a very strong plan.
Toby: You’re not allowed to make any money on giving them the plan. That’s why you’re a partner with United. United is probably saying, hey, this is a great way to get a bunch of people over to us. We don’t have to worry about paying you.
Fred: It worked out very well.
Toby: Yeah, for everybody. It sounds like it’s a win, win, win. What’s the third area you said you were going to get into? I interrupted you right in the middle.
Fred: It’s fine. What it is, is it’s also that team that is alluded to. A team for safety, a team for compliance, a team for HR questions, a team for your payroll, a team for your performance management. All that comes into play as you get a little larger. Nobody on our teams gets to the front lines without seven years experience. You can’t hire all those people when you’re a 30-person group, yet, inevitably, you will need them at some point down the road.
The ability to have an entire HR built-out team with incredible software, Fortune 50 benefits, the ability to hire anywhere in the United States, you can now attract and retain top talent as you grow. All that, usually the cost is less than hiring one good HR professional.
Toby: That’s what I was going to say. I imagine that you’re not able to say, here’s a set price amount on those, that you’re probably looking at because there are so many factors with health and everything else. Is it sometimes that it’s putting that benefit, like people actually save money by bringing over?
I’m assuming LNI is going to be cheaper. I’m assuming things like workmen’s comp. I’m assuming things like health coverage are going to be cheaper because you’re part of a much, much larger plan, so the risk is more dispersed. Are those correct assumptions that people are going to save money on some things, that some people, they may actually put money back in their pocket?
Fred: Yes. Again, we have to be careful because we have so many clients. Typically, we will create some offsets in medical and workers’ comp. But we actually use those offsets to provide the payroll, the applicant tracking, the experts, and the team. Typically, you don’t realize savings per se. However, now we’re back to the part of the conversation I like to talk about, which is year 2, 3, 4, and 5, because we are such a big group, because we control our costs so well, our 10-year rate of increase on our medical insurance as published is 3.65%.
Toby: We’re going up some years, 20%. You’re going up 3% a year.
Fred: Yeah. Our 10-year compounded rate, published in our […]—because we publicly traded—is 3.65%. Year over year, those deltas do represent great cost containment and great savings.
Toby: You may not have been able to say it, but I’ve seen the reports. I’ve seen some folks that come over to the PEOs, and it’s a net positive. They actually save money. You’re talking about the cost of a regular person in HR. We’re about 400 employees now, but when we were in that 30–40 range, the HR was killing us. The cost of the HR person, which they can’t do everything, and then when your one HR person leaves, your whole HR department goes into disarray. I experienced that once.
Now that’s off the table. You’re pretty much able to do everything probably without even a full-time person. Just by outsourcing it, in essence, Insperity then becomes the employer for these folks, and you’re contracting with Insperity for your employees. Is that the way it works?
Fred: Yeah, we share the employees. Everything is co-branded. The only reason we do that is to bring them onto our platform to give them all the benefits, all the protection, and all the liability protection. Your business owners maintain full direction of control. We just want to provide the people part of the business support.
Toby: I would say that if you are somebody between 10, and would it be fair to say 50 or is it even more? I know I said 10–30, but it sounds like the magic number is 50. Somebody that’s below 50 employees probably should go get a quote to see whether or not it makes sense for them, perhaps, to allow their expansion to occur in conjunction with the PEO. Is that fair to say, or am I putting anything out there that you don’t think is accurate?
Fred: I would agree with you. If you’re sitting 10–30 employees, and you have growth plans, or you want to maintain your talent, you should see what we can do for you. Our team of experts and our offering might be able to free up time, give you administrative relief, and represent long-term cost containment.
Toby: The biggest issue that I’m seeing with our clients, that are the mid-sized clients—I’ll call that a mid-size. I know it’s not. They’re not as big as what you’d call a mid-size, but for me that’s a mid-size—is the ability to keep their talent right now. The market is such that everybody’s looking for employees, they’re looking for talent, benefits really come into play. Now you’re able to offer them full on. It legitimately top, you say the Fortune 50, I’d say it’s Fortune 50 benefits. Is that fair to say you’re getting something equivalent?
Fred: More than fair. Yeah, you will now compete with the government, you will now compete with Fortune 10 companies, you’ll be able to grab that talent. Our ability to add a 401(k) gives you a complete offering. Our performance management experts can map out from day one to year four. Again, when you’re bringing talent on, you want to keep them. You want to attract, and retain them, and develop them.
Imagine if you came on board, I said, Toby, we’re so happy you’re here. Here’s what the first week looks like. Here’s what the first six months are going to look like if you hit these checkpoints. We’re going to invest in you with this training. Here’s where you can go over the first year. We’ll make you a supervisor. Year two, we’re going to put you into management, and we have this plan for you for five years.
Imagine if you had an expert put that together for you. All of a sudden, now your people, they have a vision into a pathway to be an all-in member of your team, no one’s going to take them.
Toby: No, you really do. Right now the secret sauce seems to be benefits. Our folks are drifting around, especially if they got touched by the pandemic in a negative way that they’re looking and saying, how do I make sure that I’m addressing it? How do I cover these things?
Fred: Well, that’s good and what you’ve touched on, life insurance as well. All of our employees get a one-time salary of their life insurance […].
Toby: They have a group policy. Is it limited to 50,000 or is it on more?
Fred: It’s limited to 50,000, but they can get up to three times guaranteed issue on top of that. If you have somebody who’s in their 60s, 65 or older, getting three times their salary guaranteed issue is a gift. If you have somebody medically compromised, it’s a gift. That’s just part of how we take care of our clients.
Toby: I’m not even aware of this, but do you have any idea how folks that have tested positive for Covid, how they’re fairing for insurance? Is that something where they’re not being underwritten, or have you heard anything about that?
Fred: That’s a great question. I don’t know. We have not changed our policy on our guaranteed issue at all.
Toby: I don’t know the answer to that.
Fred: That’s a great question.
Toby: All right, let’s say that you’re a bigger office, up to 100 employees. I use the example of a professional office, but let’s just say it’s a doctor’s office, consultant. Even you could be in a real estate management company, We’ll go back to this, but there’s one that I may want to hit, which is a brokerage firm where everybody has 1099, but let’s just say that this is a professional office with 100 employees that are all W-2. Do you have a solution for them?
Fred: Yes, we do. There’s a larger scale version of what we just discussed, because when you have 100 employees, all of a sudden now, you need systems. On top of support, you need systems. You need software that’s going to be able to give you the group- and management-level views. You need training, you need development, you need a sizable investment into your people because at that point, you’re a reasonably successful company, you probably have grown, you’re either a victim of hyper growth or you’re planning your next stage of growth.
The things that you need are not only a team to support you. With that kind of growth and that kind of group, the likelihood of liability increases. The likelihood of being in multi-states can increase.
At that point, our software coupled with our team really helps you while providing the liability that you need. It’s very interesting the way that our software works at that level because it can create over 3000 reports that are all exportable to whatever software you’re using to run your company, and your accountants, your bookkeepers, your legal.
Also, when you do that, you need to have corporate structures. You need to have your departments and flowcharts. You need to have different manuals that are custom-written for each department. Those complexities are things that we drive at when you get to that level.
Toby: You do all that in conjunction with the owners or their representatives?
Fred: Yeah. I don’t know an owner around that wants to deal with that. They didn’t get the business to deal with, but it’s kind of […]. A lot of the time, they have to do it. To outsource this to somebody who knows how to do it well, take responsibility for getting it right, and allow an owner to go do what they did well that allows them to grow. To do more of that, that’s a good winning combination.
Toby: If I’m hearing you right, again, liability protection, access to Fortune 50 benefits, you actually have the ability to work with Insperity on developing your flowcharts, everything from your organizational charts to workflows, to having individual manuals and particular areas. Do you do all the job titles, job descriptions, all that, and then you document everything so you have the paper trail on there?
Toby: Until you’ve had the joy of being sued by an ex-employee, you don’t realize how all that stuff plays into it.
Fred: Let me chime in on that just for a minute, just to give you a perfect example of one thing we bring to the table. We have AI software built-in. They keep the business owner out of court. That’s my saying on Insperity.
Let’s say I’m doing a review on John and I want to type in a review. John is lazy because I’m a business owner and that’s how I feel. The software will flag the word lazy, put in a suggestion saying John rarely finishes his projects on time, even though he has been given ample time, and he finishes his projects at a lesser rate than his co-workers. It will suggest that you put that in there, instead of saying he’s lazy. We have AI software built into everything we do that keeps our customers safe.
Toby: Like a hint, this is going to get you sued. Don’t do that. Here’s the way you say it without getting sued. Same sentiment.
Fred: Yup, and we still have that team of support experts that even watch it, so we have a two-fold catch safety net.
Toby: That’s the world we live in, unfortunately. You have to get rid of all these things. Let’s go back to the example that I was just citing. Let’s say you’re a realtor, you have your office, you have a bunch of agents. Let’s say maybe you’re a broker, maybe you’re just a successful realtor, and you work with a bunch of others. Do you have things that are for those types of folks, for 1099, the people that have contractors, and things like that?
Fred: Yeah, that prior one we spoke about that is $55 a month, it can house and process all the 1099 contractors you have. We do that at a reduced rate. Our rate for contractors is somewhere around $15. The reason being is we’re not doing a lot of HR-related compliance. We’re not doing a lot of things that we offer to a contractor that we would do to a W-2 employee. We have a special rate for that.
Toby: That’s pretty interesting. Would a contractor still have the ability to get brokered services? Let’s say I had a bunch of agents and they said, that’s great, I’m a realtor for you and I’m working my tush off, but I really need some benefits and I can’t qualify or whatever. Is that even a possibility?
Fred: I’m inclined to say, if they’re not W-2 employees, they won’t qualify as a group, with of course, help with individual plans. I’ll have to look into that. I’m inclined to say no, just because of contractor laws.
Toby: Yeah, absolutely. I know that they would be able to do a group plan, but I’m wondering whether they would still be able to reach out and say—
Fred: Oh sure, yeah. We introduce something like a medical. Yeah, be happy to.
Toby: That’s just the hardest part, because otherwise, they’re going into the marketplace and have these different plans that are kind of the ADA stuff, but what they really want is a good plan. I think that’s what everybody wants, a fair plan at a price that isn’t going to be ridiculous. Because what they do with group plans is you’re just paying up through the nose to get these plans or you’re going to non-qualified plans where they’re doing some of the Medi-Shares and things like that of the world, where they’re doing something that’s exempt, which isn’t disparaging that, but not everybody wants to do a shared medical group plan or they’re willing to make the certifications necessary to even qualify for it.
Fred: That’s a lot of work. We have relationships across the country with some of the top providers. As part of our service, we’ll absolutely make those introductions and intervene on their behalf.
Toby: Okay. I think we’ve hit the major areas that at least our clients and our listeners would fall into. It sounds like there’s a solution where you can outsource, basically, your HR. Still your HR, you’re getting help with it. Is that the right way to put the workforce acceleration product?
Fred: Yeah. Whether you’re doing it yourself because you’re a small business or you have somebody doing it for you, how great would it be to have a team that can work behind the scenes, give you all the expertise and all the maneuvering you need while helping you to be safe, helping develop and attract your people while processing your payroll, and making sure everything goes straight. All you have to do is run your business.
Toby: I can’t stress that right now, enough. You’re hitting some nails on the head when you’re talking about the Covid and whether you can require testing, this, that, and the other. The lawsuits are going to be huge, guys.
Fred: What’s the cost of getting it wrong?
Toby: Usually your business, depending on whether you’ve really got it wrong or in how many employees you have. You may get off with just a few $100,000, slap on the wrist depending on where you’re at. In California, it’s ridiculous.
Fred: And then the upside is, what’s the cost of getting it right?
Toby: You grow, you can make extra money, and you can sleep at night. You’re not trying to do HR on the side. You actually have somebody that’s their expertise. That’s the small guy. The medium to large, you have the ability to basically use your traditional PEO (professional employer organization) product. You’re outsourcing the hiring and everything. The benefit there is you don’t have liability for the things that Insperity is acting on. You still have your employees as a co-branded employee, but now you actually have an HR department with over two million employees with all their expertise. Wow.
Fred: And you have a human shield in front of you. You have a shield in front of your business.
Toby: And the cost of those just varies, but it could be that you’re getting the benefit of the fact that Insperity has two million employees. Their experience for unemployment is going to be much better than yours. The laborers in industry, or workmen’s comp, or all those things are going to be a lot less, and they’re using it as an offset against their fees. It may not even cost you much of anything to use it. Is that fair?
Fred: We do our pricing on a service fee percentage of the annual payroll. We see everything from 3% or 4% to 7% or 8%. Everybody’s different. We have flat fee pricing. We price it the same, but it’s just hard to see where they are now versus where they’d be with us.
It depends on where they are now, if they’re running a good ship or probably not that much extra, if they need a lot. If they’re not then maybe we are. It’s hard to say. We just treat everybody individually.
Toby: By disclosure, we’re currently working with you guys in one jurisdiction because we have employees all over the place. But we’ve used PEO in the past. I’m going to just tell you that when you’re in that mid level, the part that’s the secret sauce is the benefits become a lot more affordable because you’re a much bigger group. I can say these things just from experience.
I’ve done this and it put money in our pocket. You’re saying whatever you have to say because of legalities. I’m going to say, at the end of the day, what you’re looking for is getting some bang for your buck. If you can get better benefits and they’re cheaper, you add that into the calculations. They can cost you X, but at the end of the day, you look and say, what would it have cost me? Had I done it myself with my own people, and getting access to smaller group plans and it’s significantly higher? I could just say that I’ve seen that.
Fred: The other thing is there are no teaser rates with Insperity. It’s very common in business of 10 or 30 you have to go get a teaser rate in year two. They get you. Just like that 12 months cable, but you’re on a 24-month contract. With us, we publish our 3.65% increase, there are no teaser rates. You’re not going to get stung or bit year two, or at the cost of the shock, or degrade your plan.
Toby: I’m just going to throw something out there. Hey, I want you to give your information and we’ll make it available, too. We love your information, but you are jurisdictional. Depending on where somebody is, they’re not necessarily going to be necessarily working with you. They’d be working with somebody that’s in their region. Is that fair?
Fred: I will take care of everybody that is associated with Toby Mathis in the United States.
Toby: There we go. Easy enough. What’s your information so that they can reach out to you?
Fred: My name is Fred Lovingier and I worked with my sales partner, Fred Simons. I can be reached at email@example.com or you can reach me at 702-334-7604. It’s my cell phone. What I will do is I will also forward Fred’s information to you as well, the other Fred. We have a saying here, two Freds are better than one.
Toby: We’ll make sure that we put all the information with the broadcast so everybody can see it. I just want people to realize that they can reach out. It doesn’t cost money to get somebody’s expertise to look at it.
Fred: Not at all. We’re in the business of helping small- to medium-sized businesses. Toby, we’ve known you for years now. Just to your listeners, Toby has vetted us. He’s gotten to know us. We’ve actually worked together. We are very, very happy to be able to support Toby’s clients.
Toby: Perfect. We’re both in the Downtown Summerlin area where the Anderson’s offices are. We’re fortunate enough to run across. It was funny because when I met you guys, I’ve worked with PEOs in the past and I was like, I just need a really, really good one because our clients need it. I see it all the time. The biggest secret punch that comes out of nowhere that knocks people out is almost always in their employees. It’s unintentional.
It could just be that you’re working your tush off. You got 20 people, one of them is doing something they shouldn’t be doing, it’s causing problems in your ranks, and it buys you three or four lawsuits that could tank you. It’s much better to have a professional organization to make sure that those things don’t happen, that you have the proper attention to it. Or if they do happen, they’re taking it on and they’re handling it, which means that you get their lawyers and everybody else. They know the rules. They know that you don’t have to lose sleep at night over it. That’s what they’re there for.
Fred: This is the perfect time, Toby. We’re coming into the Q4. There’s a lot of business planning going on. This is a time we’d love to talk to everybody.
Toby: All right, we will shoot this out to everybody on our podcast. I really appreciate you taking the time. I welcome anybody who wants to get an idea whether Insperity is right for them to reach out. Great group, big as all get out. I always forget how big you guys are.
Excellent organization works for some of the bunch of companies you’d have heard of, but we won’t do the disclosures. I know you probably can’t, but they’re fantastic to work with. We have a bunch of clients working with them on their RAL side, on the regular business side. I’ve never heard a negative thing come back on you guys, which speaks volumes, because if somebody is going to chirp, they’re going to chirp right back to me for referring it over. You guys are doing an excellent job. Keep it up. Thanks for joining us.
Fred: Thank you for having me, Toby.