I want to say it was 2020. And the actual work share was maybe for, gosh, maybe six weeks sort of period, saved millions and millions of dollars for the university. Because we were drawing on like code, like pandemic funds that were made available to do just this. And, you know, there were other parts of this agreement, and this bargaining with the administration to because they had, there was a there's clause in our contract that allows them to declare fiscal emergency and then take away our raises, they had done that we bargained to get some of those razors back, not all of them. So there was there were pieces of this as well, the pieces of disagreement as well were like about getting some of those razors back. But, you know, the long and short of it was that level of organization is very difficult to to, to achieve, to to organize across multiple unions organized within a faculty union, that rep that represents 9000 workers across multiple campuses. And that are sort of by you know, I mean, the history of academic workers is that they are well off, like, class wise they are and they're not, they just don't tend to sort of care that much about what's happening outside there, sort of very specific sphere. And so that was the beginning of what you could say that those are the early rumblings of what happened in April of this year, I would say so fast forward a little bit to our contract is coming up last year, this time. You know, end of June beginning of July is when the fiscal year turns over, that's when we were out July 1, we were out of a contract. And in January 2023, we start putting proposals together for a new contract. So we are building toward a contract fight, we know it's going to be a fight. We are building proposals talking to members getting as many people involved in those proposals. That's everything from pay raises to job security, for adjuncts to job security for non tenure track faculty. One of the things we want in the contract eventually was presumptive renewal of those contracts, which basically means people who are non tenure track faculty can't be non renewed for any old reason, essentially, you have to not get renewal, your your program has to be going away at this point, it's about the closest thing you can get to tenure, huge wins in that contract. But that all you know, those proposals are being put together. And then summer hits, and we're asking for bargaining dates, it's time to bargain a contract that the contract is is coming up and then eventually it is up. And the response from management is is a sort of typical response from management, which is to slow play everything to to eventually give us a couple of hours a week to talk about these things. And that's about it. All that's happening on Zoom because we're still doing as much stuff remotely as possible. COVID is not as sort of still top of mind for everyone. We're pushing hard for as much open bargaining as we can get as much sort of people outside the bargaining team proper attending those sessions on Zoom. That's a major organizing tool that people are realizing is really, really important. It's been the case and I think the new school made big use of, of open bargaining. I think they did the same thing. In California and the strike there, but that's a major organizing tool. Because if your members can see what management does at the table, they get really, really angry and they want to get more involved. management knows that that's one of the reasons we want to do open bargaining. So they fight it. So that's what's happening in about a year ago right now, right. And that sort of slow playing continues into the fall. But I mean, really, the contract campaign knew we make clear to people from the moment we were building proposals that we thought a strike was going to be likely and we talked about that early on, right, we said, we need to be ready. And the only way we're gonna get a good contract is if we are strike ready. That's the only we need a credible strike threat, so that they will actually listen to us. And we built and built an organizing, organizing, we said the word strike often so four years ago, in the last contract, we organized toward a strike as well, we had a strike vote, we a strike authorization vote, our members authorized to strike. But we were not organized in the same way we were this year. And when we talked about a strike, we were more careful with members, people were very afraid of a strike COVID changed a lot of things, the changing labor environment changed a lot of things, but we did not have to be as careful talking strike this time around. So we talked about it a lot. We organized a lot. We had strike schools, we called them on Zoom, where people could come learn about what it means to go on strike, what what would happen in a strike, you know how to get more involved. All of that was happening summer fall into the new year. And then you know, after like January hits, and we kind of knew it was like time, the timing of an academic strike, academic workers strike is really weird, right? Because when the academic year ends, your leverage ends, your people go away. Also, when you get toward the end of the year, you're getting close to graduation, you have to work with students think about how you're gonna work with students are they going to be worried about not graduating, so you have a window, a very specific window, that's like, you know, anything past something like April, you're bumping up against the end of the academic year, and we knew that. So it wasn't, it wasn't a surprise to anyone that March or April was going to be when it happened if it happened. So that's the kind of longer story of like, how we got to where we got in April, it was yours, in some ways, years of organizing, and then a very, very intense year of organizing.