Bill Kosteas

And so not terribly surprising, maybe the magnitude of the results that we get.

But, you know, there's, you know, there's some limitations in the study.

So I one thing I always say to folks is something I was hammer hole with my own students is, yeah, on a single study, be careful not to put too much weight on the exact results, you know, and whatnot, you know, when we future research to kind of dig a little deeper.

Yeah, you know, and I'm not sure about the full history of how we got there.

Other than, you know, kind of in a broader brushstroke, we've tended to be a bit more laissez-faire.

And, you know, we have a smaller welfare state, typically, right?

We have, you know, if you compare us to

Most other OECD countries, but especially compared to Europe, where Europe, the amount of vacation time is more guaranteed.

And we wanted to be a little careful, too.

We lump in PTO, pay time off.

We're lumping both vacation and sick leave in together, and it's partially an artifact of the data.

The way the data was collected.

So we wanted to use the full timeframe available to us.

We had to look at them together.

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.