it's according to their contribution. So, you know, I work 10 hours, you work 15 hours, but, you know, same same basic pay scale. And where there is, you know, we consider that there's a value exchange, where, you know, people will work on particular projects, but at the same time, the company provides a space where, where people can thrive a space where there's flexibility, where we have a no rush culture, right? We have a no rush culture. And so, when people have we recognize from the start that life happens, you know, people have kids and responsibilities. And so we try to build that into, you know, that knowledge into everything that we do. So you know, so it's in our company, it's okay to say, look, you know, I have this family thing happening, and I'm not going to be able to be there today, or, you know, I'm feeling horrible, I'm not in a good place. You know, in our, in our weekly team update, we have a, you know, a line, the first line is people who might need a little more space and grace this week. No questions asked. No need to reveal anything, we put their names and people say, Okay, let's, you know, let's be a little kinder, a little extra kind to that person this week. And so there are little things like that, that you do that say, Well, yeah, this can be different. And it was interesting in you know, one of my colleagues, I remember said that, one of the things that they never worried about in our team and you know, we're very tiny team, admittedly, but they say they didn't worry about experiencing harm, at work from from, from their colleagues, because of the way that it was all set up. And I was thinking, Well, why can't we do that more widely?