Bill Kosteas

But part of it is just that it's a cultural difference in the way we approach mandating benefits versus allowing businesses to choose.

And so I think I'll just kind of leave it at that kind of broader context.

That's kind of where we're at.

But yeah, for listeners in other countries, whether it's Canada, whether it's in Europe, this might sound like an odd conversation.

And so one thing it's important to note here is we took, right, the data was continuous in the sense of people reported F1, F2, F3, F6, F7.

So we kind of chunked it up into 1 to 5, 6 to 10, and then more than 10 days.

Uh, and so you, we know it may not be exactly that, you know, cut off at fighters, but I think what the point is that too few days may not be enough for folks.

You know, if you only give somebody one or two, two days off, what is that really?

And then I don't know, there's too many places that do that.

And usually they kind of come in those chunks, right?

Is you might have a week of a PTO or 10, you know, certainly vacation days tend to come in that, right?

You know, not too many places do the, you have three vacation days.

It's typically you have a week or two, and then they'll kind of layer on top of that a few sickly days as well.

Some places though, some employers just do flat out.

There's 15 days of PTO and you take them however you want.

So I think that's the general sense we have is that, you know, too few days is just not, you can't use them as much, right?

You know, anything less than a week, you're really not getting much more than potential vacation time, right?

Or if you do get sick or your kid gets sick and you have to stay home and take care of them for a few days, now you have zero vacation time left.

So I think that's a reasonable, and again, but that's not, that's kind of our sense of it.

We didn't test that.