We're asking the question is, we ask the range and average. So we say, what is the range and what is the average? So, like, what we tend to get in a practice like that is, you know, they'll tell us, Oh, so, like, we pay, you know, $50 per hour, which, if it's a paper visit contract, that's not even a number. Like, you need to start just treating it as not even a real number, you know. And then they'll say, say to us, okay, so, like, the range is, you know, 50 grand a year to up to 90 grand per year. And the average is, you know, 70 or whatever it may be. And that, first of all, that's about as good as it's going to get. Because reality is that with pay per visit contracts, there's a there is a huge range of different. Difference with individual humans on how many people they're able to take on their caseload, you know, like, how like, productive they're able to be and stuff, there is a huge range, but at least we need to get to the point where we're starting to, like, just, first of all, disclose that range and the average to SLPs, right? And, like, describe it in words as much as possible, and then rewind it back to the hourly rate from that so that allows us to then be able to calculate, like the true hourly rate, and the fact that it's like $35 per hour is really what you're making per hour, not 50 per hour. And we also have kind of like a fail proof method too, because we get private practices that are like, I've never hired anyone before, and so I don't have an average. We're just, you know, going for this. We use a 30% rule. And so that's another thing that, as an SLP, you can do is basically, if it's a paper visit contract at $50 per hour, and the employer cannot give us adequate enough information about the average and range for people who would have this job and are working full time, so that we can really calculate it out, then we just knock 30% off. So I can't do this in my head. I'm not a mental math person. 50, oh, and I don't have enough light in this room, 50. I have one of those. Look at my calculator. Jeanette, it's like powered powered by the sun. You have a calculator on your computer. That you can pull up 50 times point seven. Okay, so if you're so $50 per hour, you need to treat it as $35 per hour. So when you're comping against other jobs that actually pay for all hours worked or are salaried, you need to, like, start to get to that point. And and this is, and the way that I know that SLPs are not doing this math and are not thinking about it this way is based on the conversations people continue to have on social media where it's like, okay, so like, I got this $60 per hour job offer. Like, is that good for Chicago? And that's all people ask. And nobody asks clarifying questions. They don't say, is it like paper visit, like direct time only? Is that $50 per hour? And you know, you're paid 40 hours per week no matter what? Is it a nine month contract? It is? Is it a 12 month contract? Is it w2 is it 1099, they we have as a field, just gotten so hung up on this hourly rate that basically It's blinding us, and we can't calculate our own wages because we don't realize that there's follow up questions you need to ask. So it's created this kind of perfect storm where what employers can do is advertise an hourly rate and it looks good like we've seen jobs come into our database where, like, the hourly rate on the contract, what it says is 90 per hour, 120 per hour. And we've also, I've also seen it happen on social media, where, like, you know, somebody will get on there and they'll be like, Oh, 90 per hour, you know, work in the city. And people are like, yes, yes, yes. That's the kind of wages we want fade. If you did the math, you'd realize that's not a 90 per hour job. You know what? I mean? It's basically like they're using our hourly rate as a vanity metric, you know, where it doesn't actually carry any meaning. So the short of it for SLPs is we need to start actually paying attention to hourly and annual wages. You should never be taking a job where you're only thinking about the hourly without asking the employer information about annual. We have no problems with employers disclosing this like, there's been very few people who, when we ask them these questions for because we ask, like, we force employers to disclose this information in order to post with us, you know, and they do, like, we've had hardly anybody who's been like, I don't know what that is. I can't disclose it like they can disclose it. And we need to get them in that habit of just asking our employers, what can I expect to make in a year? You know, if you are taking on one of those type of contracts, and then also make sure that you get a range from them. So if you ask the question, What can I expect to make in a year? And they're like, Oh, we expect that you'll be making $90,000 and be like, Okay, is there a situation, though, in which I could make as low as 60, for example. And can you describe that situation for me? Because I just need to be able to, like, make sure I can pay my rent, and I'm taking a job that, you know, I'm excited about, or whatever so, and kind of just like another interesting anecdote. So when at the early stages of building our jobs database. We were having a conversation with Informed SLP staff in our slack because I was trying to decide if how we should like lead with pay in the jobs database, if we should lead with annual or lead with hourly, and which we should be converting from. And there was lots of pros and cons of various things, because I could tell that most people weren't really paying close enough attention to their annual pay. And so in our Informed SLP slack, we have a lot of SLPs who work full time or part time jobs, and then also work with us, you know. And so I just posed the question. I was like, how do you all think about pay? Every single one of them, they said that they think about pay as hourly, not annual. So when they're looking for jobs, they're thinking about pay. Is hourly. So we already have our like brains primed to be taken advantage of, primed to be taken advantage of, with these like funky contracts where you're not actually paid for all hours worked. But then the other shocking thing to me is I was like, well, so how much are you all like, how much are you guys making per year? Because I had people in there being like, Oh, I work, you know? I'm making this per hour at my hospital. I'm making this per hour. Almost all of them said, I don't know. I've never calculated that. And how on earth we can like as a field of people who've collectively identified that were underpaid compared to similar professions, and we want to drive our wages up. If you don't, aren't regularly calculating what you're making per year. You don't know what you're making, and that was the case for my own staff. Like these are people who read journal articles and are like former gifted kids who understand statistics, and they're still not calculating their annual pay. And so I started to dig in deeper. And I was like, well, like, Let's talk this through. And so I have one staff member who does, like, early intervention home health, right, where she's driving to kids homes and seeing kids, and she's on a paper visit contract. And she was like, Yeah, I mean, it's just so variable, because, like, during cold and flu season, a lot of the kids cancel. And so like, I could be ready to work, but I don't end up seeing the kids and so like in her brain, because it's variable, it like can't be calculated, but it has to be calculated because that variability actually is predictable. Cancelation rates and kids being absent during cold and flu season, that is predictable. You know what I mean? You might have a year where it's worse than other years, but we as SLPs need to be paying attention to that so that we can be like, okay, even you know, reality is, I'm actually only making $55,000 per year in this job, and that's what I made last year. And maybe I want to see if I can, like, adjust that this year, and if I can't adjust it based on what I'm making in truly taking home every month, like, maybe that school job that was paying $75,000 for nine months really isn't that bad, you know what I mean. So any thoughts or questions about that before I move on to other things?