so basically, the way it would work, or the goal of this is we use wanting your workplace to give you we voted on this last time. But for the folks that weren't there, use the rappers, like, if ISIS rating workplace, the training on how to respond as a worker. Use that demand to at least that's like, low risk. It's not a super high threat of like, Oh, they're unionizing with this ask. Most likely they'll think they're just responding to most, like recent events, and then use that to talk to people who are interested in organizing the workplace. And now you found like, the local leader at a shop, and you can keep in contact with them, and whether they win this campaign or not, it's a way to level up from there. And so we built a funnel where, basically, you know, we'd have, like a toolkit or a guide online, but you know, you have to put in your email and phone number to actually get the toolkit and the guide. Once you do a WCU member kind of does like a 1520, minute onboarding with you. So just kind of walk through the document, explain to you how it works, answers any questions, but now we have, like, a link with that person, and then, you know, they'd go back to one on ones with co workers, try to map out their workplace, if it's big enough, and then gather kind of signatures. And then you know, you can talk with a WCU person throughout and. And yeah, and then eventually deliver the request to the employer. If they say yes, then great, you can come back and say, Hey, are there other things you also want to try to win? So you guys got this, you know, other safety conditions, like other things that you want to work on. If they say no, you can, you kind of do the same thing of like, oh, you had such a simple request. They're not willing to do this, aren't they? Such jerks. Like, you guys should organize and demand for more, because they're they care about you so little, so it's kind of a win either way. And but the main point for us is that we and that would be the pivot. But the main thing for us is that we have organized kind of people inside workplaces that we have contact with. So I don't spend too long going through this. But in terms of we'd have, like, yeah, page with the stuff, and in terms of what's actually in the toolkit, we just have like, a three minute video, kind of explaining all this. So just know your rights, that you can't get fired just for legally talking to your coworkers about this stuff. It is protective, protected activity. Here's some stuff you should not do, like, don't go straight to management, don't use company devices, document everything, not legal advice. And then also do, like, very short version of how to have organizing conversations. So put that in the video as well. And so once you're talking to the yeah, this would be like an organizing conversation script example, they can look at some main questions they might ask. So providing all this stuff kind of upfront to the person that wants to do the work. So I think that was one of the things we talked about. Like that was lacking when we're sending folks out. Mapping and workplace is kind of getting like ideas of shifts and like, kind of places where people hang out most often, just so you have an idea of, like, where to go. And then we'd give them an interest sign up sheet that kind of just has their name, their department, their shift, and like a question of saying, like or signature to go to the boss and say, I want this training to be done. And then we also have, like, a letter that they could use. Use this other template to say we want the training, so they can just print this out instead of writing one themselves. So we're trying to do all the heavy lifting ahead of time for the person. Obviously we can't have the conversations for them. That's where having, like the onboarding call workflow would go. So I wrote out a script for the WC person as well. Of just if someone comes in, this is what you can say, that say yes and what's going on. Remember, even for us, we're doing organizing conversations for the person who's going to be having organizing conversations later on. And then, yeah, just planning it out, telling them, Hey, talk to like 25% like, 25% of your shift and then, but like next week, and let's contact you again, whatever. See, I just going through all that. So there's kind of like a toolkit that's pretty detailed at this point, in terms of all the way down to if you if your employer says yes or no or they ignored it. So yeah, before we continue any thoughts on that overall, good, bad, we shouldn't do it, whatever