Bill Kosteas

test that in any way, shape or form.

You know, once you start getting up to six to 10 days or more than that, now you're talking about, you know, I can take a few days of sick leave if I need them and I still have vacation days.

So that's the way I think about it.

Yeah.

And so one thing, my caveat here is that these are average, what we call kind of average treatment effects, right?

So depending on which specification we're looking at, if we're looking at men or women or the whole sample together, you might see that take just one of our kind of

one of our main results from this, if I look at like the full, the full sample of it, you get about between 40% reduction in the kind of full sample or roughly around in there, 35 to 45%, depending on whether we're talking about six to 10 days or 10 days and more, right?

That's a pretty big saying that, you know, that the rate at which someone is going to resign or leave voluntarily leave their job

It gets cut, not quite in half, but pretty significant.

And so that's one way of looking at, you know, how we, that's how we're going to interpret those results from what we're talking about this, you know, anybody, sure, everybody's going to run and read the paper now, right?

They're going to rush it, download the paper, read it.

When you look at the numbers in it, that's how you interpret that, right?

So.

I would say that that's, you know, you can look at our research and say, hey, here's some information, right, that might help you.

Again, with another caveat there, right, it's we didn't break this down by industry or type, like, you know, what occupations workers are in.

And so that cost-benefit analysis can change dramatically.

You know, for one thing, you know, as I said, like, if we want to take, say, 40% as a rough ballpark, because we got a range of estimates, you know, in the paper.

Z1 take 40%.

There's a 40% reduction in turnover rates on average.

But again, that's on average.