Speaker 1: Hello.
Speaker 2: My name's Santasha Nabananga Bamblet. I'm a proud yr the
Speaker 2: Order Kerney Whoalbury and a waddery woman. And before we
Speaker 2: get started on She's on the Money podcast, I would
Speaker 2: like to acknowledge the traditional custodians of the land of
Speaker 2: which this podcast is recorded on a wondery country, acknowledging
Speaker 2: the elders, the ancestors and the next generation coming through
Speaker 2: as this podcast is about connecting, empowering, knowledge sharing and
Speaker 2: the storytelling of you to make a difference for today
Speaker 2: and lasting impact for tomorrow.
Speaker 1: Let's get into it.
Speaker 3: She's on the Money, She's on the Money.
Speaker 4: Hello, and welcome to She's on the Money, the podcast
Speaker 4: for millennials who want financial freedom. My name is beck
Speaker 4: Syed and I am actually really excited for today's chat
Speaker 4: because I'm so awkward about this topic how to negotiate
Speaker 4: workplace benefits. Fortunately, we have a very very skilled professional
Speaker 4: in this area with us today. That is one Victoria divide.
Speaker 1: And I've got a lot of audacity, so you best
Speaker 1: believe I've got all of the tips and tricks. And
Speaker 1: what we're going to do today is try and channel
Speaker 1: your inner VD so that like you walk into your
Speaker 1: boss's office with like the most audacity, like don't do
Speaker 1: it too quickly, though you might get fired. And as
Speaker 1: somebody who's self employed, I do have a lot of
Speaker 1: audacity that maybe you shouldn't, so like take everything I
Speaker 1: say with a grain of salt. But at the same time,
Speaker 1: I feel like we all deserve better, and we all
Speaker 1: should know our worth, and we should all be kind
Speaker 1: of putting that worth on the table to say no, Actually,
Speaker 1: I'm a human being who has a life and who
Speaker 1: has needs and wants, and I want career progression, and
Speaker 1: I also want some level of flexibility, and I don't
Speaker 1: think it's unreasonable to ask for those things.
Speaker 4: It's so true.
Speaker 1: So what's the worst thing that can happen if you
Speaker 1: ask Becky?
Speaker 4: Well, maybe you'll get fired, or maybe you just feel
Speaker 4: awkward for the rest of your life.
Speaker 1: Why would you get fired? Though, I feel like so
Speaker 1: many people are so anxious to ask questions about their workplace,
Speaker 1: even if it's just small things like oh, I need
Speaker 1: a little bit more flexibility, Like what if your kid has,
Speaker 1: you know, some kind of sports practice after school on
Speaker 1: a Thursday, and you know what you'd really like to
Speaker 1: go but you feel bad asking your boss, like why
Speaker 1: can't we just ask? The worst thing they can say
Speaker 1: is no, They're not going to fire you over this.
Speaker 1: I promise you, if you ask kindly and go in
Speaker 1: with your research, they're not going to turn around and
Speaker 1: be like, oh my gosh, Beck, you're over and now
Speaker 1: I mean, if you marched in and said you're treating
Speaker 1: me like trash and you need to fix this, like,
Speaker 1: that's probably not going to go. Yes, so well, so
Speaker 1: we need to on the side of caution and make
Speaker 1: sure that what we're asking for is suitable.
Speaker 2: Right.
Speaker 1: But I think this is a really good conversation because Beck,
Speaker 1: I actually got a message and I'm talking a lot
Speaker 1: today because I'm just really excited about this topic. I
Speaker 1: got a message from a girl who has been in
Speaker 1: the She's on the Morning community for a really long time,
Speaker 1: and I got it this morning, and by this morning,
Speaker 1: I mean the second I woke up, because she sent
Speaker 1: it to me back at two am this morning. Oh
Speaker 1: my god, Loki, thank god I don't have notifications for
Speaker 1: Instagram on my phone. And the message was essentially, hey,
Speaker 1: v I can't sleep I'm so excited and I just
Speaker 1: woke up and I thought, I have to tell Victoria
Speaker 1: if I'm this. She recently applied for a new job
Speaker 1: and it's like a career change, and she's so excited
Speaker 1: about this new role. But when they came back with
Speaker 1: an offer, the offer was fifteen hundred dollars a year
Speaker 1: less than what she's currently on for taking on more
Speaker 1: responsibilities in a different area, and she was like, what
Speaker 1: would Victoria do? And I'm obsessed with this thought because
Speaker 1: obviously it's put her in a better position. But essentially
Speaker 1: she went back and said, hey, like I would expect
Speaker 1: you know, XYZ salary for this, and like negotiated it well,
Speaker 1: put herself first. And then they said, oh, sorry, we
Speaker 1: can't do anything about that. The salary's the salary. And
Speaker 1: she said, okay, unfortunately, I'm unable to actually accept that.
Speaker 1: I'm going to have to politely decline at this point
Speaker 1: in time, it's not putting me first. And they said, oh,
Speaker 1: oh no, let us get back to you. And two
Speaker 1: days later they came back to her. They're meeting her
Speaker 1: salary requirements. They're giving her slightly more flexibility because they
Speaker 1: took it to the CEO and said, hey, this girl's
Speaker 1: not coming across for the salary that you know, we've
Speaker 1: negotiated for this role. They reclassified the role, added a
Speaker 1: few extra things that she wanted to do anyway, but
Speaker 1: didn't think we're going to be an opportunity and she's
Speaker 1: in the salary band she wanted to be in all
Speaker 1: because she put herself first and said, well, actually I
Speaker 1: can't accept. I know it sounds like a dream role,
Speaker 1: but I cannot accept under this premise because that's not
Speaker 1: going to work out for me. That's not going to
Speaker 1: put me in the best possible position. You know, there's
Speaker 1: always going to be another opportunity, which is exactly how
Speaker 1: we all should see it. And now she's getting her
Speaker 1: dream role with her dream income. And she said, the
Speaker 1: most awkward thing about this is she told all of
Speaker 1: her friends at work that she'd low key said, oh,
Speaker 1: you know, I'm going and I'm interviewing for another job.
Speaker 1: She was like, oh, I told them I didn't get
Speaker 1: the job and I wasn't taking it. It wasn't leaving. Now
Speaker 1: I have to go back and say sorry, that was
Speaker 1: just a joke.
Speaker 4: Bar That is so cool. That is really cool.
Speaker 1: Isn't it cool? Like people in our community are knowing
Speaker 1: what they're worth and they are negotiating the things that
Speaker 1: are important and know that they can push back. And
Speaker 1: I mean, if she hadn't got that role at the
Speaker 1: end of the day, it wasn't worth it to take
Speaker 1: the role for such a significant cuss. Yes, Like I
Speaker 1: just think, obviously there are some instances where you need
Speaker 1: to take one step backwards to take two steps forward.
Speaker 1: But I think knowing your worth is so important. And
Speaker 1: I said this was it last week on the podcast.
Speaker 1: Ana Lisa, our producer, knows way more than I do
Speaker 1: that having a low opinion of yourself is not modesty.
Speaker 1: It is actually self destruction. And we need to hold
Speaker 1: ourselves to higher levels and we need to actually put
Speaker 1: ourselves in the best possible position because if we're not,
Speaker 1: we're being self destructive and that's going to impact us
Speaker 1: in the future and it's going to be really negative.
Speaker 1: So with all of that in mind and that beautiful story.
Speaker 1: By the way, I know you're listening to this, so congratulations,
Speaker 1: very exciting.
Speaker 3: Good.
Speaker 1: I know you're listening because I know you listen to
Speaker 1: every episode because I basically get a DM from this
Speaker 1: person every second week about the show, which I'm obsessed with.
Speaker 1: I'm always chatting in my DMS with my community. But
Speaker 1: let's get into the shots. Let's get you ready.
Speaker 4: I am so ready. And that is such a good story,
Speaker 4: and as discourage.
Speaker 1: He says, it was my favorite thing ever. I'll send
Speaker 1: you the screenshots because obviously you're not going to share
Speaker 1: them online. Maybe I will do identify them because it's
Speaker 1: so old.
Speaker 4: I was going to actually move forward, but because I
Speaker 4: just said what Jascourici says, and I was about to
Speaker 4: quote her.
Speaker 1: She says, always do an outfit of the shot.
Speaker 4: She says, do an outfit of the day. And yeah,
Speaker 4: she says many many other very very inspiring things. But
Speaker 4: the main thing is she says, if you are going
Speaker 4: to change your was, make sure that it is at
Speaker 4: least a ten key payer. Step ups to step up.
Speaker 4: Basicallyase what she's saying, she's got big dog energy, she's
Speaker 4: she's just the best, and you're our community is the
Speaker 4: best as well. But aside from the awkwardness, why is
Speaker 4: this conversation particularly important right now?
Speaker 1: Obviously I think it's important twenty four to seven, but
Speaker 1: particularly right now. You might have seen a spicy post
Speaker 1: that I posted a little while ago that you could say,
Speaker 1: went viral because it got a couple of million views
Speaker 1: on TikTok and a couple of one hundred thousand on Instagram.
Speaker 1: And I think one of the full marks of going
Speaker 1: viral is not necessarily the views or the downloads. It's
Speaker 1: actually the amount of abuse you copy or a dance
Speaker 1: in the comments section. So like story checks out for
Speaker 1: the amount of abuse. I got definitely viral. But I
Speaker 1: posted a video a little while ago, and it was
Speaker 1: essentially saying that if you weren't being offered a seven
Speaker 1: point five percent pay increase this year, you weren't keeping
Speaker 1: up with inflation, and you were essentially going backwards. And
Speaker 1: that is true. I mean, in every segment it's going
Speaker 1: to be different. I had a lot of people commenting
Speaker 1: and being like, but I work in healthcare, or I
Speaker 1: work in teaching, or I'm in a salary band, and like,
Speaker 1: it's not going to apply to everybody in terms of
Speaker 1: being able to walk into their boss's office and say, hey, beck,
Speaker 1: I would like a seven point five percent increase, and
Speaker 1: they go, yeah, no, worries, beck, I looked at the
Speaker 1: inflation rate, and that story checks out. Like that's not
Speaker 1: necessarily how it works. But what's important for you to
Speaker 1: understand is how inflation works and how it impacts you,
Speaker 1: because regardless of whether you're able to get a salary
Speaker 1: increase or not, the important thing is you understanding that
Speaker 1: if inflation is at seven and a half percent, that
Speaker 1: means that without a salary increase at all, you're able
Speaker 1: to buy seven and a half percent less stuff each
Speaker 1: and every single year, and that can hurt. Like that
Speaker 1: adds up as well. We've talked about it so many times.
Speaker 1: We need to advocate for ourselves and understand our worth.
Speaker 1: And I mean a lot of people commented and said, oh,
Speaker 1: but that's not an option for me in my job.
Speaker 1: And I don't mean to be rude. Actually sometimes I
Speaker 1: do mean to be rude. This is not one of
Speaker 1: those times you have to be at the end of
Speaker 1: the day. If you're looking at your salary and you're
Speaker 1: super happy, that's great. If it still serves you, if
Speaker 1: it still puts you in the best possible position, that
Speaker 1: is so fantastic. But if that salary is no longer
Speaker 1: serving you, your entire life is not about work. I
Speaker 1: definitely don't believe that a job defines you, and I
Speaker 1: think at that point we need to reconsider what our
Speaker 1: options are and go, well, what is going to help
Speaker 1: me create the lifestyle that I want and the lifestyle
Speaker 1: that I deserve. And at that point we need to
Speaker 1: have a look at maybe changing roles or being a
Speaker 1: little bit more assertive when it comes to negotiating or
Speaker 1: being able to negotiate a few more benefits into your
Speaker 1: salary package that you weren't able to negotiate before. Because
Speaker 1: at the end of the day, if they can't increase
Speaker 1: your salary, that's fantastic, Beck, What else can we negotiate?
Speaker 1: Could there potentially be a company car, Could there be
Speaker 1: more off Could you go from working a five day
Speaker 1: week to a four day week but for the same salary, Like,
Speaker 1: there are so many options that ultimately you could be
Speaker 1: negotiating And at the end of the day, that's what
Speaker 1: this entire episode is about. It's about negotiating workplace benefits.
Speaker 4: Yeap, I totally agree. How can anyone have a bad
Speaker 4: comment to make about the seven point five percent increase? TikTok,
Speaker 4: I just don't understand what, like, is that offensive for
Speaker 4: people to say that?
Speaker 1: Well, at the end of the day, it's like talking
Speaker 1: about sex and politics and religion, right, like no one
Speaker 1: wants you to talk about money. It inherently makes people
Speaker 1: a little bit uncomfortable. And not everybody, just like sex
Speaker 1: and politics and religion, not everybody is on the same
Speaker 1: page about what it is and how it works. And
Speaker 1: I think it does ilicit some spicy comments, and I'm
Speaker 1: okay with that. I choose to exist in their space.
Speaker 1: But I think what really gets me is when people say, oh,
Speaker 1: my boss said no, I'm not worth it, or we
Speaker 1: get so many beautiful comments like this story that I
Speaker 1: told you at the start of this episode, where we
Speaker 1: know that the content beck we create puts people in
Speaker 1: better positions, and I'm so insanely proud of that. But
Speaker 1: I mean, TikTok's a wild place to live. Like, I
Speaker 1: have never got worse comments on the Internet than I
Speaker 1: have on TikTok. Instagram semi nice place, Facebook really nice place.
Speaker 1: Like the people on Facebook they're relatively kind, but TikTok wild.
Speaker 1: Some people are absolutely vile, and that's fine, that's no
Speaker 1: worries at all. I think my favorite comments were, oh,
Speaker 1: you don't understand inflation and how it works, and I
Speaker 1: was like, I think I do, but what thanks anyway,
Speaker 1: and someone else who was like, glad you don't run
Speaker 1: a business, and I was like, oh, glad you can read.
Speaker 2: So you know.
Speaker 1: I don't take any of them personally. I just think
Speaker 1: it's quite funny because at the end of the day,
Speaker 1: a lot of this comes from people's perceived, I guess
Speaker 1: idea of what it looks like when it comes to
Speaker 1: negotiating pay, and this idea that the employer is always
Speaker 1: the most powerful person in this circumstance and in this relationship,
Speaker 1: and that's not necessarily the case, Like you work for
Speaker 1: them because they need you. BECK completely agree you have
Speaker 1: so much value. It's time for them to start seeing
Speaker 1: it and not abusing that power. As very solid advice
Speaker 1: and just to kind of, you know, help people along.
Speaker 1: If you do want to listen to some older episodes
Speaker 1: about the same topic, we do have a few. There's
Speaker 1: one having difficult conversations with your boss back in May
Speaker 1: of twenty twenty two, and employee writes September twenty one,
Speaker 1: twenty twenty two, So go back and have a listen
Speaker 1: if you haven't already, if you need more information. But
Speaker 1: we are going to continue on, aren't we, Victoria. We
Speaker 1: are actually Beck before you were saying that you find
Speaker 1: this stuff really challenging to talk about, but I guess
Speaker 1: it's really important to also challenge yourself because even though
Speaker 1: you find it really scary and sometimes a little bit
Speaker 1: challenging or a little bit hard, if you don't learn
Speaker 1: to have these conversations now, you're essentially going to lead
Speaker 1: yourself down a path where you either burn out or
Speaker 1: you're feeling really frustrated with your job or your life,
Speaker 1: or the not getting out of it what you deserve,
Speaker 1: Like there's nothing worse. And I mean I say this
Speaker 1: having not been through this circumstance at all, but I
Speaker 1: can imagine that there's nothing worse than you know, getting
Speaker 1: to a point in your career where you look back
Speaker 1: and you go, I'd be so much further along, and
Speaker 1: I deserve to be so much further along, and I
Speaker 1: deserve so much more than what I'm currently getting. I
Speaker 1: wish I'd been able to speak up, or I wish
Speaker 1: I'd been able to see my worth or my value.
Speaker 1: And there's something about finally seeing your own value where
Speaker 1: it's obviously empowering, but it empowers those around you. And
Speaker 1: I would argue I'm that type of person right, Like
Speaker 1: I did not see my own value historically. And that's
Speaker 1: not just financially, that's individually, Like as a person, I
Speaker 1: was just like, oh, like, I don't have a lot
Speaker 1: of confidence. I don't have a lot of self worth,
Speaker 1: Like I don't. I think it's really rude when people
Speaker 1: have a lot of confidence because they must be cocky
Speaker 1: or have a big ego, and like that's not the
Speaker 1: case at all. But I look back and I go, oh, baby, Victoria,
Speaker 1: I wish I could like pick you up and say
Speaker 1: worth more than that, Like people can't talk to you
Speaker 1: that way, or you know, you should be negotiating a
Speaker 1: pay rise here, or you actually should be paid for
Speaker 1: the work you're doing. It's not for free. There's just
Speaker 1: so many times where I want to scoop myself up,
Speaker 1: and I guess I've translated that into the community and
Speaker 1: now I want to scoop all of you up and
Speaker 1: give you all those tools and resources because you deserve them.
Speaker 1: And I don't think anyone should be feeling frustrated or
Speaker 1: burnt out because of work.
Speaker 4: Yes, I completely agree.
Speaker 1: I mean I define myself. I don't define myself this way,
Speaker 1: but I feel like sometimes I define myself as a
Speaker 1: career girly right, Like, I love my job, I love
Speaker 1: what I do. It's what I leave and what I breathe,
Speaker 1: but like, it's not the entirety of who I am,
Speaker 1: and I think it's important to kind of put those
Speaker 1: things aside. But if work is not serving you, it
Speaker 1: ultimately ends up taking over and you deserve more than Yes.
Speaker 4: That is so true, Vickid. Also, I would love to
Speaker 4: meet baby Victoria. I just want to put that out there.
Speaker 1: So you don't She had really bad eyebrows, terrible before
Speaker 1: I met brook Sutherland. Holy molely my eyebrows, Like they're embarrassing.
Speaker 1: There's a reason I went through my entire Facebook history
Speaker 1: and deleted all those bad photos because it's honestly embarrassing.
Speaker 4: It's so cute. We all being there don't even worry
Speaker 4: about it. But v what should we do in the
Speaker 4: lead up to negotiating workplace benefits? Lots?
Speaker 1: Because you can't just march into your boss's office and
Speaker 1: be like I listened to a podcast or in Victoria
Speaker 1: and Beck and they said I deserve more, So what
Speaker 1: have you got for me? Like that's not going to work.
Speaker 1: I mean it might work, and if it does, please
Speaker 1: call me. I'd love to hear that story. But first
Speaker 1: things first, we're going to do our research. We're going
Speaker 1: to understand our rights. We're going to know what we
Speaker 1: are worth, so that when somebody comes back to us
Speaker 1: and says no, you can be like haha, actually yeah,
Speaker 1: like actually yeah, that is happening before entering any type
Speaker 1: of conversation or I guess you could say negotiation about
Speaker 1: your position or about your rights. So I think it's
Speaker 1: important to understand where you stand. So whether that is
Speaker 1: in Australia or in New Zealand or in the US
Speaker 1: or whatever country you are listening from, are going to
Speaker 1: be I guess regulations and rules. And here in Australia
Speaker 1: we have the Fair Work Act of two thousand and nine,
Speaker 1: which needs to be updated because it's from two thousand
Speaker 1: and nine. It was least to sell about that, but yeah,
Speaker 1: you know, right, like it feels like it was yesterday,
Speaker 1: but like beck, it was ages ago, Like that's the
Speaker 1: year that I graduated from high school. That was so
Speaker 1: long ago and I don't want to admit that, so
Speaker 1: maybe like let's not But the Fair Work Act two
Speaker 1: thousand and nine actually sets out minimum standards for employment
Speaker 1: conditions including benefits, and obviously we're going to cover some
Speaker 1: of those non negotiables, but essentially know that and go
Speaker 1: to the website and look at that. So you just
Speaker 1: google Fairwork Act two thousand and nine and it will
Speaker 1: pop up, and it's going to be different based on
Speaker 1: what segment or what industry you work in, whether you're casual,
Speaker 1: part time or full time or a freelancer, there's going
Speaker 1: to be different segments. And it feels overwhelming because the
Speaker 1: act is huge. Like beck, if I said, hey, here's
Speaker 1: the Act, I'd be like slamming it down on the
Speaker 1: table and you be like, oh, it's thicker than a
Speaker 1: bible in type twelve bench frends like, yeah, it's massive, right,
Speaker 1: But the website actually sets it out really easily so
Speaker 1: you can kind of jump to the sections that make
Speaker 1: sense for you. So if you work in retail, you
Speaker 1: can go and read the retail segment, or if you
Speaker 1: work in hospitality, you can look at that segment. So
Speaker 1: don't think it's too overwhelming, because I promise it's not,
Speaker 1: and it's written in a way that is going to
Speaker 1: make sense to you, not be overwhelming, because it's definitely
Speaker 1: written for everybody to understand where they stand.
Speaker 3: Yeah.
Speaker 4: Absolutely, And if you want to have a look at that.
Speaker 4: In today's show notes, you'll see the links to the
Speaker 4: Union Charter of Rights, leave entitlements, and also superannuation entitlements.
Speaker 1: So what a sexy little list. Yeah, like other other
Speaker 1: podcasts have like link to my leggings in the show notes,
Speaker 1: or link to my discount code for this really exciting
Speaker 1: beauty product. And I'm like, so have you heard of
Speaker 1: the Fair Work Act two thousand and nine? Really hot,
Speaker 1: It's in my bio have a lot. I prefer that,
Speaker 1: to be honest with you.
Speaker 4: So the what should we cover?
Speaker 2: Neck?
Speaker 1: All right? All right? So next we need to identify
Speaker 1: what you want and what you need so you can
Speaker 1: just walk in and be like, I want a better deal,
Speaker 1: Like what does that actually mean for you? So have
Speaker 1: a really good think about what your needs and priorities
Speaker 1: are when it comes to workplace benefits. Like let's talk
Speaker 1: about more than pay. We did episodes, as you mentioned before,
Speaker 1: We've done episodes on negotiating salary. We can do that.
Speaker 1: I'm actually dropping very very soon. Actually, when this episode
Speaker 1: comes out, I've probably already dropped it and that's a
Speaker 1: script to negotiate your salary so that you feel a
Speaker 1: little bit more empowered. But you need to think about
Speaker 1: factors like flexible work arrangements, paid parental leave, supernuation contributions,
Speaker 1: potentially health insurance. That's not as common in Australia, but
Speaker 1: it's becoming common because health insurance costs are going through
Speaker 1: the roof. And having that in your I guess employment
Speaker 1: package it's pretty hot. We've got professional development opportunities, work
Speaker 1: life balance. There's so many different things that could be included,
Speaker 1: because you need to sit down and work out, well,
Speaker 1: what is a value to me, what's going to actually
Speaker 1: provide some benefits? Because Beck, if you and I sat
Speaker 1: down and how to look at this, like, I'm pretty
Speaker 1: sure at this stage in your life, paid parental leave
Speaker 1: is probably not on the top of your list, not
Speaker 1: at the moment. But looking at like work life balance,
Speaker 1: you might go, oh, I'd love some more like leave days.
Speaker 1: Or you might say, oh, I'd really love some more
Speaker 1: flexible working arrangements because I'd love to work from home
Speaker 1: a few more days a week, or at least one
Speaker 1: day a week, or whatever that looks like. And all
Speaker 1: of those things can be negotiated at the end of
Speaker 1: the day. I think it's so wild. It's twenty twenty three,
Speaker 1: Like we can be flexible and still have super productive stuff.
Speaker 1: It's not the nineties anymore, where our staff only have
Speaker 1: access to a computer that's a big clunky desktop at
Speaker 1: their desk and they have to come into work Like
Speaker 1: I can work from literally anywhere.
Speaker 4: Yeah, yeah, exactly. And I feel like, you know, there's
Speaker 4: a time maybe a time life where things were done,
Speaker 4: like there were a lot of physical jobs, So that
Speaker 4: does take time. You can't speed that up. But productivity
Speaker 4: for like the everyday office worker, you don't you don't
Speaker 4: need to be trying to fit that into five days,
Speaker 4: forty hours a week, you know, I don't know. It
Speaker 4: just seems silly.
Speaker 1: So one hundred percent. You've got to be really reasonable
Speaker 1: about it too, right, Like really, if you're a receptionist,
Speaker 1: you probably can't go I know, I work an office job.
Speaker 1: I want to work from home. It's like, well, actually,
Speaker 1: my friend in your job is greeting clients that come
Speaker 1: into the office, and you know, being on front down, sure,
Speaker 1: like work from home benefits probably not going to work
Speaker 1: that way. Sure, if you're a traffic controller, you probably
Speaker 1: can't work from home, Like that's not really you can
Speaker 1: try promote and if it's so valuable to you that
Speaker 1: you do work from home, maybe we should be considering
Speaker 1: a different career product, right right, right, But that's just me, bad,
Speaker 1: that's just me.
Speaker 4: But also so I could like say, for example, I
Speaker 4: want my phone or internet bill taken care of, like
Speaker 4: in my contract, Like I could ask for that kind
Speaker 4: of thing, or like try and negotiate.
Speaker 1: One hundred percent. In fact, I find it so interesting
Speaker 1: at this point in time, I don't pay my team's
Speaker 1: phone bills. And I don't pay my team's phone bills
Speaker 1: for a few reasons. That's one because I think that
Speaker 1: they work from you know, nine to five every day.
Speaker 1: I mean, I actually work from nine till three on Fridays,
Speaker 1: lucky little ducks. But I don't actually, if we can
Speaker 1: avoid it, I don't want them using their phones for
Speaker 1: work because they aren't actually available to me twenty four
Speaker 1: to seven. Yeah, I think that you should have your
Speaker 1: laptop on you to access emails. If you really want
Speaker 1: to have your emails on your phone for your own
Speaker 1: ease of access, that is absolutely fine, But I find
Speaker 1: it so interesting because I had a friend the other day,
Speaker 1: go oh, my boss said that I had to download
Speaker 1: this particular software so that I can have my work
Speaker 1: emails on my phone. And it's like a security software,
Speaker 1: but it's essentially a tracking software that like tracks the
Speaker 1: phone and they can wipe my friend's phone remotely, like
Speaker 1: if they lost it or you know, there was a
Speaker 1: data breach or whatever. I just feel like that's such
Speaker 1: an invasion of privacy and that's okay, Like if you
Speaker 1: accept it, no worries, Like if you're a bit like
Speaker 1: me and you're like, man, I don't say anything bad
Speaker 1: and my DMS go for it. I think that's fine
Speaker 1: if you accept that. But that's now a work device,
Speaker 1: Like that's now a device that to me exists for work.
Speaker 1: So you either give me a work device that at
Speaker 1: five PM I can put in my draw and I
Speaker 1: only use it for work, or are you trying to
Speaker 1: tell me that you think I need twenty four seven
Speaker 1: access to my work emails, in which case, why right?
Speaker 2: Right?
Speaker 1: Like I'll do my job during work hours. And I
Speaker 1: mean there's lots of different I guess caveats to that,
Speaker 1: Like there could be people saying, oh, I'm less stressed
Speaker 1: if I can see my emails coming, I am too,
Speaker 1: Like I love seeing push notifications to know the world
Speaker 1: is still spinning. I don't care if I'm out for
Speaker 1: dinner with my friends, so I don't care if it's
Speaker 1: a Saturday. I just like to know that things are
Speaker 1: still going on because that reduces my anxiety. So I'm
Speaker 1: happy with that. And if you know my team are
Speaker 1: like that, then great, but I want that to be
Speaker 1: for their own benefit, not because my team need to
Speaker 1: you know, accessible to me twenty four to seven. And
Speaker 1: I think that there's a lot to say about asking
Speaker 1: your boss to pay your phone bill if it becomes
Speaker 1: a workfonm am, I expected to use this device for work, Yeah, great, pay.
Speaker 4: Me yes, Okay. So I guess it's kind of like
Speaker 4: maybe like for example, in hospow work where you don't
Speaker 4: really need to be using you unless ah, but then
Speaker 4: you might need to call OU don't know, different strokes
Speaker 4: for different folks. That's something to keep in mind. I
Speaker 4: suppose if.
Speaker 1: That's absolutely gonna be and everything's negotiable, right, like you
Speaker 1: mentioned before, like internet bills, absolutely they could be taken
Speaker 1: into consideration, but at the same time be reasonable, Yes,
Speaker 1: Like if you are somebody who has, you know, work
Speaker 1: from home day one day a week, and there's a
Speaker 1: lot of flexibility, and you already have an unly mentioned
Speaker 1: Internet plan and you're using it to stream Netflix and
Speaker 1: play games, and you know, spend a whole heap of
Speaker 1: hours playing the sims like I do. Sometimes Like, maybe
Speaker 1: that's not that reasonable to ask for. But if maybe,
Speaker 1: let's say you live in an apartment and you're expected
Speaker 1: to work from home five days a week and you
Speaker 1: don't actually use the Internet for anything else and you
Speaker 1: had to have it connected specifically to work from home,
Speaker 1: That's when I would mention to my boss like, oh, hey,
Speaker 1: what does this actually look like? I wouldn't have this
Speaker 1: service otherwise it's definitely a work expense, Yes.
Speaker 4: I understand. Okay, what about if it's like half work
Speaker 4: expense half regular things. You just use your one Now
Speaker 4: they don't have to pay the full bill, right, Like
Speaker 4: let's say your phone bill each and every single month
Speaker 4: there's sixty dollars and you say I use it half
Speaker 4: a personal half for work. Maybe they pay thirty dollars
Speaker 4: of your bill and that just gets added to your
Speaker 4: salary so that you can pay that, or maybe it
Speaker 4: gets taken internally and it's like there's a lot to
Speaker 4: do and it's up to your boss how that happens.
Speaker 4: But I do think that we need to be advocating
Speaker 4: for those costs, like don't even get me started on reimbursements,
Speaker 4: like crazy. Okay, so this is actually kind of looking
Speaker 4: exciting and not so daunting. After all, it shouldn't be. Yeah, yeah,
Speaker 4: I think that's the case. It feels very all good,
Speaker 4: it feels very uncomfortable. But for you, what other things
Speaker 4: should we take into consideration moving forward?
Speaker 1: You need to gather up your information, like collect it
Speaker 1: into one nice central place, and I would connect with
Speaker 1: like mentors or like other colleagues, and I guess anyone
Speaker 1: in your network who could help you understand your own perspective.
Speaker 1: So when it comes to advocating for your own rights,
Speaker 1: especially in a workplace, it can feel really overwhelming. But beck,
Speaker 1: if we took a step back and I said, all right,
Speaker 1: you need to go to your boss and ask for
Speaker 1: you know, let's say, them to pay your phone bill,
Speaker 1: and you go, oh, V, that's actually really scary. I'm
Speaker 1: not sure, Like I don't want to get them offside.
Speaker 1: I don't want to have a bad conversation. Go all right, Beck, Well,
Speaker 1: what's going to make you more comfortable with this? Collect
Speaker 1: your information, do some research about whether your boss should
Speaker 1: be paying it. So I would google, you know media
Speaker 1: phone bill's boss pays, and forums are probably going to
Speaker 1: come up, and conversations are happening. These conversations happen every
Speaker 1: single day. And now she's on the money community. So
Speaker 1: if you're not there, you're missing out. But you could
Speaker 1: have that conversation. I'd go, Beck, go and ask your colleagues,
Speaker 1: are any of them having their phone bills comped? And
Speaker 1: you might go around the office and a few people go, now,
Speaker 1: I haven't thought about it. Now I haven't thought about it,
Speaker 1: And you're only asking trusted colleagues Like these could be
Speaker 1: people that you see as friends in your workplace, or
Speaker 1: they could be people that you see as friends outside
Speaker 1: of your workplace that are in similar roles. And you know,
Speaker 1: friend that works at a competitor goes, oh, yeah, Beck,
Speaker 1: actually my boss pays for half my phone bill. And
Speaker 1: you go, oh, how do you negotiate that?
Speaker 4: Oh?
Speaker 1: I asked, and they said, yes, it made a lot
Speaker 1: of sense. These are the things I said, and then
Speaker 1: you come across someone in your workplace and they say, yeah,
Speaker 1: of course they can negotiated it when I started. So
Speaker 1: you go, oh, I'm collecting all this information for me
Speaker 1: to feel more powerful and feel more I guess, validated
Speaker 1: in the decisions that I'm making in the questions I'm asking.
Speaker 1: You've just been told by a friend who works in
Speaker 1: a similar industry. Actually, yes, I get this. You've been
Speaker 1: told by someone who works for you that they negotiated
Speaker 1: it upfront, So you now know that that workplace do
Speaker 1: pay it. You just didn't negotiate it upfront, and now
Speaker 1: you do. So you're going to walk into this conversation
Speaker 1: a whole heap more empowered, so that you can say, hey,
Speaker 1: I'm just wondering, you know, you're not going to throw
Speaker 1: the influ in their face, just wondering what your thoughts about,
Speaker 1: you know, helping me out with this are. I've been
Speaker 1: thinking about it. I do use the phone for personal
Speaker 1: use half the time, work use the other half. So
Speaker 1: you know, obviously I don't expect you to cover it all,
Speaker 1: but i'd like to propose that you know, you pay
Speaker 1: half the bill. Let me know your thoughts. Obviously, you
Speaker 1: don't have to answer immediately, and they're very likely to
Speaker 1: say yes. But also you're going to be so much
Speaker 1: more confident because you've had these conversations and you have
Speaker 1: a really compelling argument. And if they then say no,
Speaker 1: that's when you come back and say, Okay, well, you know,
Speaker 1: I've got a friend in a different role at a
Speaker 1: different organization similar to mine, same thing happens. And have
Speaker 1: those conversations, obviously without throwing your colleagues under a bus,
Speaker 1: but have those conversations so you feel really empowered and
Speaker 1: so that you don't feel like you're asking for too much,
Speaker 1: because I promise you're not. Yeah, so V what else
Speaker 1: should we be considering during this time? You need to
Speaker 1: look at how long you've been in the job. I mean,
Speaker 1: tackling this in the first week is probably going to
Speaker 1: make your boss give you a little bit of bombastic sidehi.
Speaker 4: Ah.
Speaker 1: They're going to be like, well, why didn't negotiate that
Speaker 1: first because it's so close to your I guess employment date.
Speaker 1: But also it's really important to kind of build a
Speaker 1: case around what you deserve and what you've got, So
Speaker 1: like talking about your accomplishments and your contributions and I
Speaker 1: guess your commitment to the organization that's going to support
Speaker 1: your request for improved benefits. Right, emphasize how whatever you're
Speaker 1: negotiating for can contribute to your professional growth and your
Speaker 1: overall productivity and development. Like we're not just saying, Oh,
Speaker 1: I want to work from home because it's so nice,
Speaker 1: like my cat's there. I like being able to wear
Speaker 1: my slippers all day. I really like that when I
Speaker 1: finish at five o'clock, I can just slam my laptop
Speaker 1: shut and jump on Netflix. Like that's probably not what
Speaker 1: your boss cares about. I think going to your boss
Speaker 1: and saying, look, i'd really like to work from home
Speaker 1: and highlighting the benefits to them, but also the benefits
Speaker 1: to your career and your overall productivity is going to
Speaker 1: make the most sense. So if I was trying to
Speaker 1: negotiate more work from home time, I'd go, Hey, Beck,
Speaker 1: you're my really cool boss. I really want to talk
Speaker 1: to you about my benefits and being able to work
Speaker 1: from home. So I currently commute an hour and a
Speaker 1: half to and from work, and I know that that
Speaker 1: time's not productive, it's being lost. I also feel like
Speaker 1: I'm quite distracted in the office by you know, office
Speaker 1: politics and what a coller chat and all of that.
Speaker 1: I just think if I was working from home two
Speaker 1: days a week in comparison to the five I'm spending
Speaker 1: in the office, I think that I could be way
Speaker 1: more productive. I really want that. I guess, really solo
Speaker 1: time to smash out my emails and just get a
Speaker 1: whole heap of projects done. I think my productivity is
Speaker 1: going to increase. That's really good for you know, obviously
Speaker 1: my career progression, but also for the business.
Speaker 4: Yeah, yeah, this is so true. I cannot go into
Speaker 4: the office. I never get a lick of work done.
Speaker 1: Yeah, because I'm always running up to your desk and
Speaker 1: trying to scare you from behind.
Speaker 4: Yeah, exactly. And so then I guess I'm scared and
Speaker 4: I can't do anyone. I can't focus on anything else.
Speaker 4: I'm just scared of you, and I'm terrifying. So for
Speaker 4: the rest of I'm terrifying. Honestly, watch out, exactly. I
Speaker 4: saw what I'm gonna do next. I'm not going to
Speaker 4: bring my laptop in at all. I'm just going to
Speaker 4: be staring and waiting for you to pop out of someway.
Speaker 1: That's a good idea. Yeah, I think that'll go down runway.
Speaker 4: That's probably the best thing to do. Is there anything
Speaker 4: else we should consider at this moment?
Speaker 1: Timing? Timing should be impeccable. We need to make sure
Speaker 1: that we're considering at what time we're asking for these things,
Speaker 1: So picking an appropriate time, so whether that is during
Speaker 1: your performance review or a contract renewal, or when your
Speaker 1: employer is actually discussing overall workplace policies. I would aim
Speaker 1: for a time when your employer is open to discussing
Speaker 1: these things, but also be relatively assertive about that timeframe.
Speaker 1: So obviously those are really good suggestions. But if I
Speaker 1: were you, I would actually book a time sure, so
Speaker 1: I would make sure that I am sitting down with
Speaker 1: my boss. I'm not just going to like walk into
Speaker 1: their office because I've been inspired by a podcast and
Speaker 1: be like, oh, beck you free for a sec. Like
Speaker 1: that's just going to get them offside. They're busy. I
Speaker 1: promise you that's not going to go down well. But
Speaker 1: like preface it a little bit, Oh, I'd love to
Speaker 1: have a career check in, or I'd love to have
Speaker 1: a check in about you know, work from home and
Speaker 1: what that means, and book a time and if they say, oh,
Speaker 1: I don't have time for that, be like, okay, well,
Speaker 1: how do I make time for that? What would that
Speaker 1: look like? I'm happy to do it over lunch, I'm
Speaker 1: happy to do this. I'm happy to do that. And
Speaker 1: I think that by being relatively assertive that this is
Speaker 1: important to you, they're going to make time for it.
Speaker 1: But also, if you pick a good time where you're
Speaker 1: already talking about how well you're doing, like a performance conversation,
Speaker 1: or you're re signing a contract, or you know, your
Speaker 1: employers asking for feedback, like, that's obviously going to be
Speaker 1: taken a lot better than you randomly walking into their office,
Speaker 1: which I do not recommend.
Speaker 4: Yeah.
Speaker 1: Another thing that I've just thought of is clear effective communication,
Speaker 1: which can be hard because like, how hard is it
Speaker 1: going into someone's office and be like, oh, I was
Speaker 1: just wondering if I could. Yeah, probably, don't worry about it,
Speaker 1: and they go on, no, no, no, back, what is it?
Speaker 2: Like?
Speaker 1: Let's be assertive but confident. Like there's a very big
Speaker 1: difference between confidence and arrogance. I feel like in women, particularly,
Speaker 1: they get confused. You're not arrogant, You're just confident. You
Speaker 1: know what you're worth. And that is okay. I promise
Speaker 1: you that you aren't rude, you are not asking for
Speaker 1: too much, and you're not in any way, shape or
Speaker 1: form arrogant. I think expressing your interest and concerns respectfully
Speaker 1: and professionally is very, very important. So make sure that
Speaker 1: when you go in there, maybe you've practiced it in
Speaker 1: their mirror, maybe you've practiced it in the car on
Speaker 1: the way in. But also to make yourself a little
Speaker 1: bit more confident, have some specific examples and some data
Speaker 1: to support your requests. So discuss the potential benefits, as
Speaker 1: I said before, for yourself, but also for the organization.
Speaker 1: So as I said before, saying I really want to
Speaker 1: work from home, like my cat's so lonely, it's not
Speaker 1: going to go down. Well, let's not do that. Let's
Speaker 1: put the organization first and go all right, let's talk
Speaker 1: about more productivity. Here's some research that says people who
Speaker 1: work from home are way more productive. Let's consider that.
Speaker 4: Yeah, that's a really good point. B I love that.
Speaker 4: I think this is a really good time to go
Speaker 4: to all break, absorb everything, and we'll see you on
Speaker 4: the other side. Welcome back. Every once. We have been
Speaker 4: talking about negotiating workplace benefits if you can't get a
Speaker 4: pay rise, so v what are some of the extra
Speaker 4: benefits Australian employers tend to offer to workers.
Speaker 1: All right, So there are lots, and it's really going
Speaker 1: to depend on, I guess, the size and the nature
Speaker 1: of the business that you work for. There are a
Speaker 1: few common ones that I've written down, so we're going
Speaker 1: to fly through them as to not bore you too much.
Speaker 1: You're not going to be surprised about this one. Beck
Speaker 1: Flexible work arrangements. We've just spoken a lot about them,
Speaker 1: but they could mean a lot more than just working
Speaker 1: from home. They could mean that you get to come
Speaker 1: in earlier and leave earlier, depending on your role. It
Speaker 1: could mean a couple of days a week you work
Speaker 1: a longer shift so that on a Friday you only
Speaker 1: work a half shift, And it really depends on what
Speaker 1: is going to work for you and how that works.
Speaker 1: And obviously, guys, it's twenty twenty three. Work life balance
Speaker 1: is a top priority nowadays for most of us, and
Speaker 1: it's also something that a lot of organizations are talking about.
Speaker 1: So it depends on what you want to do and
Speaker 1: how it works. But there's a lot of different ways
Speaker 1: that work life balance could be prioritized with your work hours.
Speaker 1: Additional leave options are a very attractive one as well.
Speaker 1: Beck So some employers they might offer additional paid leave
Speaker 1: options beyond the minimum requirements, like you might get extra
Speaker 1: annual leave days, or you might get paid volunteerly or
Speaker 1: cultural leave for specific events, or you know, extended unpaid
Speaker 1: leave for personal or travel purposes, and you can absolutely
Speaker 1: negotiate that. So I have a girlfriend who recently negotiated this,
Speaker 1: and I'm so of her because I just think it's
Speaker 1: so baller. And she was like, I need to tell
Speaker 1: you about this because at the end of the day,
Speaker 1: I only did it because you told me that I
Speaker 1: could do it. She couldn't get a pay rise, and
Speaker 1: she was a bit salty about it, to be honest,
Speaker 1: and I would be too if I was in her shoes,
Speaker 1: because she'd been there for like five years, not how
Speaker 1: to pay rise, like nothing when it came to CPI
Speaker 1: any of that. But she went back to the boss
Speaker 1: and said, Hey, no worries, I know that you can't
Speaker 1: afford more when it comes to salary, but I'd like
Speaker 1: two additional weeks of paid leave. And so now instead
Speaker 1: of having four weeks a year, she has six weeks
Speaker 1: a year paid leave. She gets to go on her
Speaker 1: Europe trip completely paid because she's you know, allocating that
Speaker 1: time and energy to it. And I just think that
Speaker 1: that's such a sexy benefits, Like for some people, having
Speaker 1: more paid time off makes sense because she wouldn't have
Speaker 1: been able to afford to pay for it herself. But
Speaker 1: now it's in her contract. The employee is not out
Speaker 1: any more financially. Obviously, there's obviously an implication to that
Speaker 1: she's not there, but it worked out for everybody.
Speaker 4: Yeah, that's a great idea.
Speaker 1: Health and wellness programs you could negotiate. So a lot
Speaker 1: of employers actually offer access to health and wellness programs,
Speaker 1: and they could include things like gym memberships or fitness classes,
Speaker 1: or mental health support or counseling services, and there's just
Speaker 1: lots of different initiatives that are there. You could talk
Speaker 1: to your employer about that. For me, something that is
Speaker 1: important is professional development and training. So there are a
Speaker 1: lot of employers that invest in their employees' professional development
Speaker 1: or their growth by offering training and skill development and
Speaker 1: career advancement. So what can your employee offer you. Are
Speaker 1: they maybe paying for you to go to a conference
Speaker 1: each and every single year. It could be anything from
Speaker 1: financial support for different certifications or workshops or conferences, or
Speaker 1: just further education or even just time off for study.
Speaker 1: You could negotiate EAP SO Employee assistance programs so these
Speaker 1: are designed to support employees with personal or work related challenges,
Speaker 1: and they often provide confidential counseling services or legal advice,
Speaker 1: financial guidance, and resources for mental health support, which I
Speaker 1: think is incredibly important. You could if they say no
Speaker 1: to a salary increase, you could negotiate a bonus or
Speaker 1: an incentive. So an employer might be able to offer
Speaker 1: you a performance based bonus or incentive program to reward
Speaker 1: you for your exceptional work or meeting specific targets. And
Speaker 1: these can be financial. It could be like a profit
Speaker 1: share scheme or you know, share options, or non monetary
Speaker 1: rewards like company sponsored trips or events, or even just
Speaker 1: like training programs that you want access to. You could
Speaker 1: negotiate a sneaky little employee discount or perfect so. These
Speaker 1: discounts could be on like products or services offered by
Speaker 1: the company that you work for or its partners. These
Speaker 1: could include a range of things, including reduced pricing on
Speaker 1: company products, or subsidized childcare or transport, or access to
Speaker 1: employee discount programs for shopping, travel or entertainment. Like ask
Speaker 1: your employer about these things, because sometimes they have them
Speaker 1: and they just not well communicated as well. Like I
Speaker 1: remember a couple of years ago talking to my dad,
Speaker 1: and my dad works in corporate and he was like, oh,
Speaker 1: we got this notice in our emails to say that
Speaker 1: this specific car dealership that you know, we've got a
Speaker 1: partnership with is ending their partnership. He's like, I wish
Speaker 1: I knew about that before before I bought a new car,
Speaker 1: because I had no idea that we got a discount there. Right,
Speaker 1: I was like, what a good benefit, but also sad
Speaker 1: it's leaving. Sad you didn't get access to it. He
Speaker 1: had no idea, So I think it's really important if
Speaker 1: you don't know whether they do, do a little bit
Speaker 1: of research is probably on your Like you know how
Speaker 1: lots of companies have those like portals that you can
Speaker 1: log into like intranets, have a look on there see
Speaker 1: what other benefits are offered to you. And then again,
Speaker 1: work life balance in issuating and so I'm so about
Speaker 1: this and think it's so important that employers might implement
Speaker 1: I guess various incentives to promote work life balance, like
Speaker 1: on site childcare facilities, or flexible parental leave pies, or
Speaker 1: paid time off for family events, or the ability to
Speaker 1: purchase additional leave. So ask all of these questions. I
Speaker 1: think that they are so important. But I guess you
Speaker 1: can see where my priority is live when it comes
Speaker 1: to work life balance.
Speaker 4: Yeah. Absolutely, I could not advocate for work life balance more.
Speaker 1: You're the work life balance queen. Honestly, you resually like
Speaker 1: life starts outside of work. You know that's where your
Speaker 1: life is. Let's talk about non negotiables V. What are
Speaker 1: we entitled to by the law. Obviously you mentioned before
Speaker 1: that we're going to have a whole heap of links
Speaker 1: in the show notes to some resources for you all.
Speaker 1: But the managatory workers benefits for Australian workers include a
Speaker 1: few of the following. So minimum wage, So Australian workers
Speaker 1: are entitled to minimum wage, which is set by the
Speaker 1: Fair Work Commission and it's reviewed each and every single year.
Speaker 1: Stullbrainuation employers must make regular contributions to their employees super funds,
Speaker 1: which are designed to provide a retirement income. The current
Speaker 1: minimum contribution rate is eleven percent of an employer's ordinary earnings,
Speaker 1: and as of the first of July twenty twenty six,
Speaker 1: employers will have to start paying your SUPER each pay day,
Speaker 1: which is an interesting concept that I got asked about
Speaker 1: the other day because a lot of people get paid
Speaker 1: their SUPER quarterly and they go, wait, why is it?
Speaker 1: Or may pay sleep for weekly or monthly or however
Speaker 1: often I get paid but only put into my account
Speaker 1: every quarter. So if that's happening to you, yes, that
Speaker 1: is legal. I do look forward to the change, though,
Speaker 1: because I feel like I would like everybody to be
Speaker 1: investing more consistently and more regularly, to be making the
Speaker 1: most of dollar cost averaging, aside from that which I
Speaker 1: obviously am very very passionate about. MEG And you'll leave
Speaker 1: and sick leave, so full time workers are entitled to
Speaker 1: paid annual leave, typically four weeks each and every single
Speaker 1: year unless negotiated otherwise, and personal or careers leave so
Speaker 1: sickly based on the National Employment Standards or the NES,
Speaker 1: which you can google for your industry. We then have
Speaker 1: parental leave, so the NES provides for unpaid parental leave
Speaker 1: for eligible employees, including maternity and paternity leave. The Australian
Speaker 1: government also offers the Paid Parental Leave Scheme, providing financial
Speaker 1: assistance to eligible parents, which is very cool. And then
Speaker 1: the last one I've popped on my list is workplace
Speaker 1: Health and Safety, because I just think it's really important
Speaker 1: to work in a safe environment. But employers are obligated
Speaker 1: to maintain a safe and healthy work environment and provide
Speaker 1: appropriate training and resources to ensure that your safety is
Speaker 1: put first. Back That's all I've got on my list.
Speaker 4: My friend, Wow, Okay, so it turns out it's not
Speaker 4: so scary. I think it's not scary at all. I
Speaker 4: promise cool. I think it's a really good place to
Speaker 4: leave it. I would say at this point to all
Speaker 4: our community members and listeners, go forth in good luck
Speaker 4: and it's not as scary as you think.
Speaker 1: You can do this, know you're worth And then ad
Speaker 1: tax my babies.
Speaker 4: That's it. I love that, all right, guys.
Speaker 1: Have the best day, guys, and we will see you
Speaker 1: on Friday. By the advice shared on She's on the
Speaker 1: Money is general in nature and does not consider your
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