Hey, how's it going? I've been busy. Yes, I have, as Jeanette mentioned, I'm the owner of The Informed SLP. And Informed Jobs is our kind of newest project. We started building it last summer and fall, and kind of, you know, dropped, you know, information and hits that it was coming. But the jobs database officially launched in January. So basically, it's kind of like indeed, except for SLPs only. SLPs, can use it for free. Employers are the ones who paid a post there, but we do have it built in a way that is, like, friendly to small, private practices. So like, if you're a member of the Informed SLP, you can get two free job posts per year and stuff like that. So it's very affordable. So that just gives you the context of, like, what it is that we're doing. But the real reason why we're here to talk about stuff is because I didn't realize how little we understand about our own pay as SLPs, and how screwed over we're regularly getting until I started getting into this work truly, and some of the things that I've learned over the last you know, three to six months have kind of just been mind boggling. And I want you all to know this information so that you can protect yourself on the job market, even if you never search from jobs, you know on our website. So this is just, like, basic financial information that I've been, like, really surprised by. So um, so let's just get into it. So when we when I first planned to start Informed Jobs, one of the main motivations for me is as an employer of SLPs, I was getting really sick of these stupid job posts that don't even have pay in them. You know what I mean, nor do they have settings. So you'll see, you know, it on SLP, Facebook groups, you'll see it on LinkedIn. Indeed, you know all over the place where it's like you. Come work at our super great place with competitive pay, and it's like, thank you for this competitive pay. Why don't you have the pay listed in the job post, you know, and also not saying settings, like a lot of contract companies in particular, will have job posts, but they won't tell you where you're gonna work. They don't tell you what setting it's going to be, or even if they say it's a school job, you don't know what school district it is. And so there just was not enough information job posts, right? So when I first started this, I thought that mostly it was an issue of, oh, we're going to make sure all job posts have pay. Step one, you know? Step two, we're going to teach SLPs how to understand the difference between w2 and 1099 jobs. Because that was another big problem I was noticing where SLPs don't know consistently know the difference, and know that, for example, if you take a 1099 you need to be paid between 10 and 30% more than if it's w2 so like w2 50 per hour should be about 30% higher if it's 1099 you know. And so I thought it was kind of as simple as that, like, let's just get pay and job posts. Let's get information and job posts, and let's teach people how to do basic calculations or adjustments for 1099 versus w2 but the two things that I actually want to talk to you about today, because anyone who's like, more advanced will be like, yeah, yeah, yeah, obvious, obvious. This is basic stuff. Like, I'm not a newbie. I know these things. And if you are a new grad and are a newbie, we have resources about the difference between 1099, and w2 you can go on informedjobs.com, and read it, but we're gonna move straight into advanced time, okay? Because, like, this is what really started to scare me, is that I found that even people like you and I, Jeanette, like our peers, who've been in the field, you know, 1020, years and are highly informed, still don't understand these two things. Okay, so thing number one that really started to like mess things up when I realized it is the paper visit contracts. So a lot of SLP contracts, right? You're only paid per visit or per session or time only, right?