Crow Shields Bailey Promotes Andrew Bailey, CPA, ABV To Manager

We are very excited to announce that Andrew Bailey, CPA, ABV, has been promoted to Manager. His contributions to our firm have been invaluable. Andrew’s hard work, leadership skills, and his knack for innovation speak for themselves. A graduate of Birmingham-Southern College, he has been with CSB since 2016 and has contributed to many different areas of growth for the firm. Andrew primarily works in tax return preparation and tax planning for businesses, individuals, estates, and trusts; and in business valuation for estate and gift tax, litigation, and merger and acquisition, among other areas.

Andrew is also a very active member in the community. He is the President of the Eastern Shore Chamber of Commerce Young Professionals, Board Member/Treasurer of the Estate Planning Council of Mobile, AICPA NextGen Ambassador for Forensic and Valuation Services, a graduate of the ASCPA Leadership Academy Class VII, and a Junior Achievement Classroom Volunteer at Fairhope High School.

Andrew is a Huntsville native married to Jenny Speir of Fairhope. Andrew and Jenny reside in Fairhope with their son Win and their dog Jack. In his spare time, Andrew enjoys weekends at the hunting camp or on the water, cooking on his Big Green Egg, and spending time with family and friends. He and Jenny also enjoy trying new restaurants around Fairhope, now that they are residents there.

 

Breaking Down The SBA Loan For Small Businesses: What You Need To Know

Are you a small business that has heard about Small Business Association (SBA) loan, but doesn’t know where to start? Or if you’re even eligible? With all the misinformation circulating about the SBA loan, we have broken down the facts so small businesses can be best prepared during this time, including who is eligible, how to calculate the amount you might receive, how the loan can be used, terms of the loan, the loan forgiveness program, and application.

SBA loans will be expanded according to recent legislation allocating $349 billion to this program. The eligibility requirements are being relaxed to extend credit to small businesses to help maintain payroll and pay bills (ex. rent, mortgage interest, other interest, utilities) during the ‘covered period.’ Regulations (expected to be final by the first of April) are expected to allow almost any FDIC insured entity to process loans and disburse funds on the same day.

ELIGIBILITY OVERVIEW

When is the ‘covered period’? The ‘covered period’ includes loans made between February 15, 2020 and June 30, 2020. Loans issued during this time are ‘covered loans.’

How do I know if I’m an eligible recipient of a covered loan? Small businesses (fewer than 500 employees or under the SBA NAICS industry guideline, whichever is greater) that have been in operations since February 15, 2020 are eligible for the loan. You must have employees that are paid salaries and payroll taxes and/or pay independent contractors (1099-MISC). Note, if you are a sole proprietor or independent contractor, you are also eligible to receive a ‘covered loan’ providing certain documentation. 

CALCULATION OF LOAN AMOUNT

What is the maximum loan I can apply for? The maximum amount you can apply for is the lesser amount of the following options:

  • Either $10 million, OR a sum of:
    1. Your average total monthly payments for payroll costs incurred for the year prior to the date on which the loan is made (12-week period if you are a seasonal employer), multiplied by 2.5
    2. Outstanding amount of existing SBA loans between January 1, 2020 and ending when your new ‘covered loan’ is made available. This will be refinanced under the ‘covered loan.’

(Avg. monthly payroll cost X 2.5) + (Outstanding SBA loans after January 1, 2020)

What do payroll costs include? The sum of payments for any employee compensation; examples include:

  • Salary, wage, commission
  • Payment of cash tips or equivalent
  • Payment of vacation, parental, family, medical, or sick leave
  • Allowance for dismissal or separation
  • Payment required for group health benefits (insurance premiums)
  • Retirement benefits
  • State or local tax assessed on compensation

If I’m a sole proprietor or independent contractor, how can I calculate payroll costs? In this situation, payments of compensation cannot exceed $100,000 in one year, and are pro-rated for the ‘covered period.’

What do payroll costs NOT include? The following items are not considered payroll costs:

  • Compensation in excess of a $100,00 annual salary, pro-rated for the ‘covered period.’
  • Taxes imposed on IRC chapters 21, 22, or 24 during the ‘covered period’
  • ANY compensation of non-U.S. resident employees
  • Qualified sick leave for which a credit is allowed under section 7001, or qualified family leave wages for which a credit is allowed under section 7003 of Families First Coronavirus Response Act

USE OF LOAN PROCEEDS 

What can I use the loan for? The SBA loan can be used to cover the following:

  • Payroll cost
  • Employee salaries, commissions, or similar compensations
  • Costs related to continuation of health care benefits during periods of sick, medical or family leave, as well as insurance premiums
  • Payments of interest on any mortgage obligations (not including prepayment of or payment of principle on a mortgage obligation)
  • Rent and utilities
  • Interest on any other debt obligations that were incurred before the ‘covered period’

TERMS OF LOAN AND THE PROCESS OF SECURING THE LOAN 

Who has the authority to delegate a loan? Approved SBA lenders are able to make and approve ‘covered loans.’

What are the borrower requirements? The borrower requirements include a “good faith certification” stating that uncertain economic conditions make the loan necessary to support ongoing operations. These funds will be used to retain workers and maintain payroll, rent payments, mortgage interest payments, and utility payments. It also is in good faith that the applicant DOES NOT have an application pending for a loan under a 7a loan for the same purpose and duplicative amounts, and no other amounts have been received under section 7a loans between February 15, 2020 and December 31, 2020.

Will I be able to obtain credit elsewhere? The requirement that small businesses are unable to obtain credit elsewhere DOES NOT APPLY to ‘covered loans’ during the ‘covered period.’

What about 7(b)(2) loans? 7(b)(2) loans made after January 31, 2020 can be refinanced as part of the ‘covered loan.’

Will there be nonrecourse? Or collateral needed for this loan? SBA has no recourse (or will demand compensation or payment) against individuals, shareholders, members, or partners of an eligible recipient unless the ‘covered loan’ proceeds are used for unauthorized purposes (see above). There are no personal guarantee requirements and no collateral requirements for ‘covered loans.’

What about the interest rate? Interests rates for the SBA loan are not to exceed 4%.

Is there a deferred payment arrangement? Lenders must provide complete payment deferral for a period of not less than six months, including payment of principle, interest, and fees. Deferrals are not to exceed one year.

LOAN FORGIVENESS PROGRAM

Is there a forgiveness amount? Any possible forgiveness amount may not exceed the loan amount, and is calculated as the following amount of costs and payments made during the eight-week period beginning on the date of origination of the ‘covered loan’ (‘covered period’):

  • Payroll costs
  • Payments on interest of any mortgage incurred prior to February 15, 2020
  • Rent obligations on leases in force between February 15, 2020
  • Utility payments for which service began before February 15, 2020 – electricity, gas, water, transportation, telephone, or internet access

What is the forgiveness amount limited by? The forgiveness amount is limited by the following:

  • Multiplying possible forgiveness amount (as calculated above) by dividing average full-time equivalent (FTE) during ‘covered period’ by either of the following:
    • Average FTEs between February 15, 2020 and June 30, 2019
    • Average FTEs between January 1, 2020 and February 20, 2020
    • Note, average FTEs are calculated as the average number FTEs for each pay period
  • Amount of any reduction in total salary or wages of ANY employee during the ‘covered period’ that is in excess of 25% of the total salary or wages of the employee during the most recent full quarter during which the employee was employed before the ‘covered period’
    • Note, this does NOT include any employee receiving compensation in excess of $100K

LOAN FORGIVENESS APPLICATION

What should my application include? The application should include documentation verifying the number of FTEs and pay rates during the ‘covered period’ including:

  • Payroll tax filings reported to IRS
  • State income, payroll, and unemployment insurance filings
  • Documentation of expenses such as rent and utilities

The application should also include certification stating:

  • Documentation is true and correct
  • Amount for which forgiveness is requested was used for authorized purposes
  • Any other documentation SBA determines necessary

Crow Shields Bailey is proudly serving as a resource for small businesses to protect for their future during this time. If you have further questions about how the SBA loan can benefit your business, feel free to contact our office 251.343.1012, or visit our Coronavirus Resource Center to stay up-to-date on changes made daily.

Crow Shields Bailey PC – SBA Loan & Loan Forgiveness Information

Our team has been researching around the clock to keep you up to date on the latest details regarding the COVID-19 crisis. What we currently know is that the CARES Act that includes the Paycheck Protection Program (SBA Loans) has been signed by the President, but the banks are still waiting guidance from the SBA. We have spoken with numerous bankers, and although they do not know the specifics of what will be required for the loan application, they have suggested to us that you start gathering the following information. It is imperative that you have this to us as soon as possible. $350 billion has been set aside for this program, but those funds will move quickly because everyone in the country will be applying. As far as we know, loans will be processed on a first come, first serve basis. There may be additional items they will require or the items below may change, but as of today, this is what they think will be required. Please call us at 251-343-1012 with any questions you have so we can have you at the front of the line with your bank.

  • Personal and Business Financial
  • Business Financial Info
  • Business Ownership (Articles of Inc., Operating Agreement, etc.)
  • Business Overview/History
  • Copies of Business Leases
  • Description of how COVID-19 has impacted your business
    • Outline income shortfalls
    • Have you experienced any supply chain or other business interruptions?
    • Have you experienced a delay in receipt of accounts receivable?
    • What steps have you taken to anticipate or mitigate risk related to the Coronavirus (i.e. contingency plan, travel ban, work from home, quarantine, business closure etc.)?
    • Employees retained during impacted period
    • Utility Costs
    • All scheduled debt and lease payments made during impact.
    • Number of employees, payroll cost and frequency
  • Monthly payroll costs for the past twelve months
    • Payroll costs include the sum of the following:
      • Salaries, wages, or commissions
      • Payment of cash tip or equivalent
      • Payment for vacation, parental, family, medical, or sick leave
      • Allowance for dismissal or separation
      • Payment required for the provisions of group health insurance premiums
      • Payment of any retirement benefit
      • Payment of State or local tax assessed on the compensation of employees

A summary of the loan program is below. Let us know how we can best serve you.

Maximum Loan Amount During the covered period, with respect to a covered loan, the maximum loan amount shall be the lesser of  the average monthly payroll costs incurred during the 1-year period before the date on which the loan is made  times 2.5 or $10,000,000, whichever is less.

Loan Maturity Maximum of 10 years from the date on which the borrower applies for loan forgiveness under that section. Covered Loans will be required to be deferred for 6 months to a maximum 12 months

Fees: All SBA Guaranty Fees normally applicable to the 7a loan will be waived

Certification As a condition of receiving a loan under this section, a borrower shall certify under terms acceptable to the Secretary that the borrower— (1) does not have an application pending for a loan under section 7(a) of the Small Business Act (15 U.S.C. 636(a)) for the same purpose; and (2) has not received such a loan during the period beginning on February 15, 2020 and ending on December 31, 2020.

Loan Forgiveness Borrowers are eligible for loan forgiveness equal to the amount spent by the borrower during an eight-week period after the origination date of the loan on the following items: payroll costs; interest payment on any mortgage note incurred prior to February 15, 2020; payment of rent on any lease in force prior to February 15, 2020; and payment on any utility for which service began before February 15, 2020.

  • Amounts forgiven may not exceed the principal amount of the loan. Eligible payroll costs do not include compensation to any employee above $100,000 in wages.
  • Amounts forgiven will be reduced proportionally by any reduction in employees retained during the eight-week period after the date of the loan as compared to either (i) the period from February 15, 2019 to June 30, 2019 or (ii) the period from January 1, 2020 to February 29, 2020. The borrower can elect the period of time used for the analysis.
  • Amounts forgiven will also be reduced by the reduction in pay of any employee beyond twenty-five percent (25%) of their compensation for the most recent full quarter during which the employee was employed.
  • Borrowers that re-hire workers previously laid off will not be penalized for having a reduced payroll at the beginning of the period.
  • The remaining loan balance of any portion of a loan that is not forgiven will have a maturity of not more than ten (10) years

Crow Shields Bailey PC – SBA Disaster Assistance Loans

SBA to Provide Disaster Assistance Loans for Small Businesses Impacted by Coronavirus (COVID-19)

  • Who is eligible?
    • These loans are for small businesses, agricultural cooperatives, aquaculture enterprises, and nonprofits affected by disaster to help meet working capital needs or normal business operating expenses through the recovery period. They are available to for profit and non-profit companies.
    • Small businesses, for purposes of these loans, have 500 or fewer employees.
  • What can these loans be used for?
    • Loans may be used to pay fixed debts, payroll, accounts payable, and other operational bills that can’t be paid because of the disaster’s impact. They cannot be used to expand or refinance existing debt or cover lost profits.
  • What is the maximum loan offered?
    • $2 million
  • What is the interest rate on these loans?
    • The interest rate is 3.75% for small businesses without credit available elsewhere; businesses with credit available elsewhere are not eligible. The interest rate for non-profits is 2.75%.
  • What is the term of these loans?
    • SBA offers loans with long-term repayments up to a maximum of 30 years. Loans are determined on a case-by-case basis, based on each borrower’s capacity for making monthly loan repayments.
  • When do repayments begin?
    • The first payment isn’t due until a year after the official date of the loan. However, interest starts accruing on the loan the moment the funds are disbursed.
    • On a case by case basis, loans offered under this program may have a forgiveness clause as a feature.
  • What do I need in order to apply?
    • Your business needs to operate in a current declared disaster area.
      • States or territories are required to certify that at least five small businesses within the state/territory have suffered substantial economic injury, regardless of where in the state those businesses are located as a result of a disaster. Once an economic injury declaration has been made for a state, loans will be available statewide. This will apply to current and future disaster assistance declarations related to Coronavirus (COVID-19).
      • Certain counties in Alabama, Florida, Georgia, Mississippi, and Tennessee have been declared disaster areas relating to Coronavirus (COVID-19).
      • Current declared disaster areas can be searched at https://disasterloan.sba.gov/ela/Declarations.
    • You need to register with the Federal Emergency Management Agency by calling FEMA at 1-800-621-3362 (TTY: 1-800-462-7585) or visit DisasterAssistance.gov.
    • You need documentation justifying amounts you will need to cover each category of cash outflow. Be as thorough as possible!
  • How do I apply?

Crow Shields Bailey PC COVID-19 Update #1

As we navigate through these unprecedented times, we must work together to ensure the safety of our clients, team members, and families. To comply with the CDC and WHO’s recommendations of social distancing to help slow the spread of COVID-19, we recommend that our clients send in all necessary tax documentation electronically. If you have this capability, please e-mail to your tax preparer for a link to upload your information securely. You can find your tax preparer’s e-mail address on the Meet Our Teams section of our website. If you do not know who your tax preparer is, you can send an e-mail to Emilee Shuler at [email protected] requesting a link for secure upload.

If you do not have the capability to send information electronically, we have drop boxes located in each office and protocols set up to ensure everyone’s safety. You can also send via mail. Additionally, we are holding meetings by phone for now. We are all working either in the office or remotely and available by phone and email for any questions you may have.

If you have any questions or concerns, please do not hesitate to contact us at 251-343-1012. We hope that you and your families stay healthy and safe.

Crow Shields Bailey PC COVID-19 Response

As we all find ourselves in uncharted territory, we want to share with you how CSB is responding to Coronavirus (COVID-19).

CSB is concerned with the health of our clients, team members, vendors and the communities we serve.

We have a plan in place to ensure continuity of services to our clients.  Our team has the ability to work remotely and can access client information in a safe and secure manner. Whether we are working in our offices or remotely, the lines of communication will remain open.

What you should know:

  • CSB will have drop off boxes in the lobbies of each of our three locations to limit hand-to-hand contact.
  • We will also need to do more phone meetings rather than meeting face-to-face.
  • We will rely on the use of our secure file transfer services such as SafeSend (to electronically receive and sign tax returns) or Sharefile (to send and receive documents which do not require signatures).

Our plan is to have personnel in each of our offices. However, we will follow local regulations and guidance regarding whether an office should be closed.

We value our relationship with you and will continue to provide updates as needed as we navigate these unprecedented times.

Please feel free to reach out with any questions or concerns. We hope you and your loved ones are safe and healthy.

 

Gina McKellar

Managing Shareholder

Crow Shields Bailey 2020 Promotions

Congratulations to all of our team members that received promotions this year. We are extremely grateful for all of their hard work, and we are proud of them for earning their well-deserved promotions.

Teresa Ernest, CPA was promoted to Principal

Kenny Crow, III, CPA was promoted to Manager

Abby Roveda, CPA was promoted to Supervisor

Jay Crowley, CPA was promoted to Senior Accountant

Allie Parker, CPA was promoted to Senior Accountant

Madison Quigley was promoted to Senior Accountant

Frank Schottgen was promoted to Senior Accountant

The Most Misunderstood Phrase In Accounting

November 19, 2019

Andrew Finnorn | Staff Accountant | Published by Crow Shields Bailey

Throughout the recruitment process, you will hear firms speak of their dedication to a work-life balance. They are referring to the ability to balance the demanding work load of public accounting and life outside the office. It is used as a way to overcome the common belief that public accountants work 24/7. The most important thing to understand is that this challenge must first be overcome at the employee level, then assisted by the firm. This can be accomplished by answering three easy questions.

What are you balancing? The things that you value evolve as you progress through life. When you first enter the workforce as a young adult, time with friends and participating in hobbies are often your main focus. As changes happen, such as marriage or having children, you will find that your priorities and interest will also change. Discovering what is important to you is the first step in creating your ideal work-life balance.

When is the deadline? You will learn very quickly in public accounting that everything revolves around deadlines. There is always another deadline waiting around the corner, and understanding the workload is a key to success. Once you understand the “work” ahead, it allows you to build a schedule that can tackle the sometimes overwhelming workload, and allows for “life.” The anxiety that is felt with approaching deadlines can be mitigated by attacking the work load early. The more work that can be completed on the front end allows you to maintain your desired work-life balance.

Does this firm understand me? With the diversity of the workforce, firms must have an understanding of what is important to each employee. As addressed with the first question, each individual will have different priorities in life. You should search for a firm that aligns with your values. This requires getting to know the firm beyond an interview, and not getting caught up in a recruiting pitch. Current employees and their experiences can often give you an insight into the firm’s values. Look for an opportunity during recruiting events to interview the employees.

As a result of the public’s perception of accountants working 80-hour weeks, the work-life balance has become a point of emphasis for recruitment platforms. Is a work-life balance truly accomplished at the firm level? Yes, they play an important role, but they are only part of the equation. Your understanding of the balancing act and the ability to schedule ahead will allow for the ideal work-life balance in your career.

 

 

Six Cliches That Are Still Relevant For Today’s Business Students

September 26, 2019

Abby Roveda, CPA | Senior Accountant | Published by Crow Shields Bailey

Has the statement clichés are clichés for a reason reached cliché status yet? Did that question hurt your brain just a little bit?

At some point in your life, clichés become perceived as the professional equivalent of dad jokes—they’re cheesy and you can hardly ever say them with a straight face. There is still more than an ounce of wisdom to them. In my time in public accounting and working the recruiting circuit, I’ve found that these clichés are still relevant for today’s students.

The Early Bird Catches the Worm

This is NOT about showing up early for interviews and work. This IS about starting to plan for your career now and setting yourself up for the best shot at success. If you don’t know what you want to do yet, you’re not alone. That doesn’t mean that there’s nothing you can do now to prepare for the unknown. Take every opportunity you have to go and hear speakers, attend career fairs, and shadow in different industries until something piques your interest.

If you do know what you want to do, why would you wait for an invitation to start pursuing it? Maybe you’re not at a point academically where it makes sense to do an internship; however, there is no bad time during your college career to attend socials with potential employers, take advantage of job shadowing opportunities, get your resume out there, attend leadership events to add to your resume, or participate in on-campus recruiting. The more a potential employer gets to know you, the less of a hiring risk you become for them.

Fail to prepare, prepare to fail

I do some work on the board of a not-for-profit, and this is the director’s favorite phrase when we have an upcoming event. We spend a lot of time planning for potential mishaps, such as inclement weather or IT problems, and preparing backup plans should any of them actually occur on the day of the event.

How does this apply to students looking for jobs? Have you ever been interviewing for a job and the interviewer asks if you have any questions for them and you replied, “No, I don’t think so?” For many employers, that indicates to them a certain level of disinterest in their company, and even in your own career. Having questions ready for your potential employer is one of the most important steps you can take to prepare for an interview – besides popping a breath mint if you had extra garlic and onions on your pizza at lunch. When you are competing with multiple students for the same job or internship slot, who do you think will have the edge when all other things are considered equal – the one with zero questions for the interviewer or the one with a couple of well-prepared questions?

What doesn’t kill you makes you stronger

Did you just imagine Kelly Clarkson belting that line? Who knew that Kelly was actually singing to business students when she recorded that power ballad?

Being a professional requires you to get out of your comfort zone. There are many aspects of the recruiting process that are just plain unenjoyable. For instance, getting dressed in an uncomfortable suit in the sweltering heat of Alabama, making sweaty handshakes with strangers, repeating the same small talk over and over again…I feel you. I hated career fairs when I was in college. There was not a single aspect of them that I found enjoyable, except that during the height of recruiting season I could usually count on being provided free dinner for 3 of the 5 nights of the week, which was a big help with the old budget. However, by forcing myself to continue to attend these functions, I found that I had actually grown comfortable talking to potential employers. I had become more confident in a room full of strangers and I had actually semi-mastered small talk that didn’t solely revolve around the weather.

Dress for the job you want, not the job you have

Speaking of getting dressed in uncomfortable suits…

Lots of employers have more relaxed dress policies in this day and age. Gone are the days (at most places) of dressing in full suit and tie every day for the office. However, until you know what that dress policy is and until you are actually employed there, you should err on the side of being overdressed. Except for a few exceptions—like showing up for your shift at Habitat for Humanity in a three-piece suit—you will never regret being overdressed in a professional setting. And, even more importantly, your potential employer is not going to note you being overdressed as much as they will if you are underdressed.

You are what you do, not what you say you do

This is really important for when you start working at your first job. However, there is another important spin on this for business students applying for jobs.

My husband has been giving advice to fourth year medical students applying for residency this fall since he just finished the process last year. One of the things we have talked about is the temptation to stack your resume with things that you think make you look good, but don’t necessarily reflect how you actually spend your time or what you value. His advice to fourth year students was, “If you can’t talk about it for 5 minutes, it should not be on your resume.”

What does that mean? You should prepare a 5-minute speech based on everything on your resume? No. If you list a community service activity and it was something you did just to fulfill service hour requirements and not something you actually believed in, do you think you could talk intelligently and passionately about it for 5 minutes if asked about it in an interview? Unless you’re minoring in drama, you probably can’t, and that will lead the employer to question the authenticity of other things listed on your resume as well.

When the going gets tough, the tough get going

If you haven’t experienced a setback at this point in your life, then you probably aren’t challenging yourself. Do you know why employers ask you in interviews to tell them about a time that you failed? Not because they are trying to expose you, but because if you failed, learned something from the experience, and bounced back from it, then you can guarantee that will stand out to them and give you an advantage.

Being a professional in any kind of industry is challenging and you will make mistakes and fail at things multiple times throughout your career. We are counting on it. Not because we like watching you squirm, but because it is absolutely the best way to learn. And if you can’t learn from failure, then there is a limit to what we can teach you.

If you have any questions about career development, recruiting, or any other topic, please feel free to reach out to us. We are always here to help!

 

CSB Awarded Best Company To Work For By Business Alabama

July 29, 2019

Deborah Fisher | Firm Administrator | Published by Crow Shields Bailey PC

At CSB, our team is our most valuable asset and one of our top priorities is to recruit and retain the best and the brightest. We make sure that team members have a clearly defined career path, mentors to help them reach their goals, opportunities for excellent training, and we have some fun along the way as well.

Because of our “team first” mentality, we were thrilled and honored to discover that the sentiment is mutual when we were named one of Business Alabama Magazine’s Best Companies to Work For. This award is based, in part, on surveys that our team members completed about what it’s like to work here and their satisfaction level with features like benefits, compensation, flexibility, working environment, and more.

We believe that communication is the key to reaching this level of employee satisfaction. We haven’t always been in this position. Just like many other “Boomers” in management, we came up with ideas in meetings that we thought were great and many times, to our dismay, we were not even close to hitting the mark. That’s when we realized that maybe, just maybe, we should actually ask team members what would make CSB a great place to work.

We took great pride in having an “open door policy” but sometimes that simply meant listening to suggestions. If you don’t take action, then what’s the point?  We began to really listen to team members’ ideas and started taking action. As a result, for the last eight years or so, our team is responsible for many changes such as our dress code (we now have a Dress for Your Day policy), recruiting (our team plans and executes events), community service (we vote on our main charity each year), compensation (our team is responsible for various changes to our compensation structure), time off policy (we ditched traditional “vacation and sick leave” and replaced with PTO), two extra holidays came from team recommendations, and the list goes on.

In summary, if you are putting forth the effort to hire and retain the best and the brightest – let them show you what they can do. We firmly believe that the change in our mindset to move from just listening to listening AND taking action is one of the reasons that we have been named one of the best companies to work for in Alabama. And for that, we are truly grateful.