Business

Kevin Kellogg, The Man With A Vision

Published

4 years ago

December 23, 2021

Nothing is unstoppable like a vision accompanied by a God-given determination to succeed, and Kevin Kellogg is consistently proving this point. At the age of 13, he already had a clear view of what his future should look like, and he put every ounce of his energy into reaching his goals. His first was to pay for his own car by the time he was 16, and he immediately set out to make that a reality. From mowing lawns and pulling weeds to painting houses, Kevin did every odd job he could get his hands on, living by a lesson that his father had taught him: “If you’re going to do something, do it right. Always look at your work when you’re done and make sure you didn’t miss anything. Your work has your name on it.”

With this in mind, Kevin plunged into early entrepreneurship. His exceptional work soon drew the attention of a local rental owner known as “Mr. Music”. Although Mr. Music was simply looking for Kevin to mow his lawn, it didn’t take long before Kevin was doing all sorts of maintenance on Mr. Music’s rentals. Through this time, a firm bond formed between the two of them, and Mr. Music soon became a huge part of Kevin’s life. The gentleman not only taught Kevin how to drive, but also how to properly care for his properties.

Thanks to odd jobs, a large amount of them for Mr. Music, Kevin was able to buy and restore his first car by the time he was 16, just like he had planned. Although he experienced satisfaction from a completed mission, he immediately began work on a new goal. Kevin wanted financial freedom. If he needed something, he didn’t want money to be an issue. Knowing already that it would be a long road, he started working at the local Publix supermarket while he was still in school, and, after graduation, turned this opportunity into a full time commitment. But it wasn’t enough that he was working for wages, Kevin knew he wanted to do more. He was an exemplary worker, and became a natural candidate for management positions. By the time he was 21, he was working as 2^nd Assistant Manager, and, not long after, was promoted to Assistant Manager. Still, Kevin continued to push forward, aspiring to take on full store management. He strived to learn every aspect of the business in every department. In a short time, Kevin received the promotion he had worked for, and became the youngest store manager in the district. As always, Kevin put his heart into his new position. Refusing to be anything but the best, he consistently enrolled in professional and personal development courses. His achievements quickly began to stack up, and, by the time he retired from store management after 27 years of service, he had opened and organized two new stores for Publix, and was featured in multiple publications discussing the difference he had made in those around him. From coaching and mentoring store associates to serving on the boards of charities, Kevin truly made a difference.

Although he was overseeing approximately $17 million in annual sales and 150 support staff, Kevin knew he wasn’t done. His time working for Mr. Music had put a fire into him for real estate, and he hadn’t abandoned the thought of one day working in the field. When he retired from store management, it wasn’t to relax, it was to pursue his long term plan of a real estate career.

During the next two years, though, troubles arose for Kevin Kellogg. Just as he was looking to begin this new chapter in his life, the stock market crashed, and, along with it, the housing market. In spite of these events, Kevin didn’t focus on how hard it could be to start in a bad market, he focused on his vision. He knew that when things are at the bottom, there’s only one direction they can go: up. So he began climbing. Along with beginning his education, he took on a full time job at Merit Electronics, where he put his management skills to use once again. While spending his days at the store and taking real estate courses, he also began working as a real estate sales associate during weekends and evenings. During his first, very busy year, Kevin managed to help Merit Electronics achieve ISO 9001:2008 compliance, as well as successfully close five real estate transactions.

Part of Kevin’s plan was to work at several different real estate organizations so he could learn varying approaches to the real estate business. During the next few years, along with his continued full time position at Merit Electronics, Kevin worked in multiple different real estate offices, and closed 4 to 5 transactions per year. It was at this time that a local broker approached Kevin with a job offer, and he gratefully accepted.

Kevin, as always, excelled. He was given ten properties to manage, which he grew to thirty within the year. He consistently brought in clients and finalized transactions, but his vision wasn’t quite fulfilled yet. This point was driven home one day, when, after he had closed four real estate deals in a single month, the owner of his company said, “Good job, Kellogg, now go and get me some more.” Although it was meant to be encouraging, it solidified in Kevin that he couldn’t be happy working for someone else. He needed to start his own company.

In 2013, Kevin met Ramona, his future wife. Their first date consisted of sitting on a beach and discussing their values and visions, and they immediately began to formulate a plan for starting their own realty company. Ramona said, “Tell you what, you do the deals, and I’ll do the paperwork.”

Ten months later they were married, and had begun work on Logical Choice Realty Group. Kevin was constantly educating himself and taking classes while also working tirelessly to build their new company. He began to enroll other business members to manage investments and rental properties as well as real estate sales, and, in 2016, quit working for other offices. He was finally set to focus on his own dream. During their first full year of business – 2017 – LCRG closed 17 real estate transactions and was managing over 100 investment properties, and they are currently still growing. Even now, as a successful business owner and an author of a bestselling book, Kevin truly believes that the best is yet to come, and he won’t stop working until he’s achieved exactly what he sees as the best in both professional and personal life. This, no doubt, is obvious to his clients, who receive only the best in customer service, and, just as importantly, investment and real estate options that are devised exactly the same way Kevin lived his whole life: with a will to make a difference in the lives around him, a definite vision, and a plan to make success happen.

Logical Choice Realty Group has a passion for their community, and loves serving and giving back. They are heavily involved in charity groups and humanitarian efforts, and believe in investing in children, who are the future.

To learn more about the accomplishments of this exceptional man and his company, visit: https://kevinlkellogg.com

For more information on Logical Choice Realty Group, visit the company website:

https://logicalchoicerealtygroup.com/

Business

Why Multi-Province Payroll Compliance Is the Hidden Challenge Canadian SMBs Face and How Folks Solves It

Published

5 days ago

November 6, 2025

Matthew Wiles

Photo courtesy of: Folks

Byline: Shem Albert

Running payroll in Canada can feel like crossing a country stitched from many different fabrics. Each province weaves its own pattern of tax rules, leave policies, and benefit requirements, creating a landscape where a single misstep can ripple through every paycheck. For small and mid-sized businesses, the challenge often remains hidden until growth pushes hiring beyond provincial borders or brings remote workers into the fold. What seems like a routine back-office task quickly becomes a test of accuracy, timing, and local knowledge. This is the gap that Folks set out to close, offering a way for employers to navigate Canada’s regulatory patchwork without slowing their momentum.

Provincial Rules Add Complexity

Canada’s payroll environment varies sharply by province. Federal rules set the foundation, but provincial tax rates, deductions, statutory leave entitlements, and benefit premiums add layers of complexity that employers must monitor carefully. Small and mid-sized businesses with staff across provinces or remote employees face different tax tables, reporting deadlines, and leave calculations that directly affect pay accuracy and remittance schedules.

Folks built its payroll module to address these differences. The platform calculates the correct provincial tax rates and deductions for each employee, applying updates automatically so employers avoid misapplied withholdings or late filings. Multi-location tax management allows a company with workers in Ontario, Quebec, or several other provinces to process payroll without creating separate accounts for each jurisdiction. Bilingual functionality in English and French and secure Canadian data hosting support compliance while keeping employee records accessible across language and regional boundaries.

Unified Records Improve Accuracy

Payroll errors often stem from mismatched employee data. Changes in pay rates, banking details, or benefits eligibility may not align between HR and finance systems, creating incorrect deductions or delayed payments. Smaller teams juggling separate platforms spend valuable hours reconciling information instead of focusing on strategic work.

Folks resolves these issues by combining HR and payroll in one platform. Updates to wages, hours, or tax information entered on the HR side flow directly into payroll without re-entry. This single, verified record strengthens the accuracy of every payroll run and ensures employees receive the correct pay and deductions. By removing the need for repetitive administrative work, HR staff can redirect their time to tasks that support growth and employee engagement.

Automation Keeps Provinces in Step

Each province sets its own requirements for holiday pay, pay frequency, and statutory benefits, making manual calculations both time-consuming and error-prone. Businesses that expand or hire remote employees must keep pace with shifting provincial regulations or risk penalties and audit issues.

Folks address these demands with automation designed for Canada’s regulatory landscape. Pay statements, deduction calculations, and custom pay schedules follow the applicable provincial rules without extra configuration. The system’s automated updates mean that a company hiring staff in British Columbia or Quebec can meet local payroll standards without adding new layers of setup or monitoring. Employers gain the ability to expand into new regions while maintaining accurate, on-time pay.

Reporting Strengthens Compliance

Changing tax rates and reporting requirements require ongoing attention from HR and finance teams. Companies that rely on disconnected systems risk missing a provincial update or submitting incorrect remittances, which can lead to fines and interest charges.

Folks provides detailed reporting tools that compile payroll, deductions, and benefits information across all locations. Employers can generate clear remittance and deduction summaries, simplifying the process of meeting provincial filing requirements. For organizations that want additional guidance, Folks also offers a payroll management service that brings in-house specialists to assist with configuration, compliance, and regular updates. These reporting features help companies stay audit-ready and avoid costly compliance gaps.

Scalable Payroll for Expanding Businesses

Many small businesses begin in a single province, where local tax and payroll demands can be learned over time. Growth into new provinces or the decision to hire remote staff adds a level of complexity that manual processes cannot handle efficiently. Errors multiply, compliance risks rise, and payroll teams spend more time correcting mistakes than supporting expansion plans.

Folks provides payroll that scales with company growth. Provincial tax logic, automated deductions, bilingual support, and secure Canadian data storage are built directly into the platform. By maintaining an accurate employee record and applying province-specific rules automatically, the system allows Canadian SMBs to expand with fewer administrative surprises and more predictable payroll operations. Companies gain the stability of compliant payroll across provinces while controlling the time and costs that typically accompany multi-jurisdiction growth.