Ben Glass on What Every Workers Comp and Personal Injury Lawyer Should Understand About ERISA Long-Term Disability Cases (With an Incredible Free Bonus)

Recently, Ben Glass was invited to speak to a closed-door retreat of some of Virginia's most experienced workers compensation and personal injury lawyers.

The subject: What Every Lawyer Should Know About ERISA long-term disability claims.

Importantly, Ben revealed what it is that worker's compensation and personal injury lawyers must understand about how their worker's compensation or personal injury settlements can adversely affects their client's disability claim.

This episode is a "must listen to" in order to avoid an unhappy client (and a potential legal malpractice claim.)

In the talk, Ben also made an offer to group. Lawyers can get the complete, professionally produced and edited notes from the 2023 Great Legal Marketing Summit, held in October, 2023 in Orlando, Florida. More than 18 hours have been transcribed and edited and Ben and his team are making the notes available to the world.

You can order your free set at GLMSummit.com/notes

Ben Glass is a nationally recognized personal injury and long-term disability insurance attorney in Fairfax, VA.

Since 2005, Ben Glass and Great Legal Marketing have been helping solo and small firm lawyers make more money, get more clients and still get home in time for dinner. We call this TheGLMTribe.com

What Makes The GLM Tribe Special?

In short, we are the only organization within the "business builder for lawyers" space that is led by two practicing lawyers.

One thing we're sure you've noticed is that despite the variety of options within our space, no one else is mixing
the actual practice of law with business building in the way that we are.

There are no other organizations who understand the highs and lows of running a small law firm and are engaged in talking to real clients. That is what sets GLM apart from every other organization, and it is why we have had loyal members that have been with us for two-decades.

We've always been proud of the tools we give lawyers to create the law firms of their dreams. We know exactly what modules you should, software you should utilize, and the strategies you need to employ to build a law-firm that is a cash-generating machine. When someone initially becomes a GLM member, you can bet that they're joining for the tactics and tools that we offer.

Transcript

Speaker 1: 0:00

I won't name names, but I'm four words into my argument and the federal judge is screaming at me Like why am I so unreasonable? Why am I making do all this stuff? Screams at me. He leaves a bench. It's a full day, Friday, packed courtroom with motions. Dude's screaming at me, Comes back, screams at me some more. Okay, okay, but now stop, Because I'm the subject matter expert. I didn't say this, but in my head I'm the subject matter expert on ERISA in this courtroom.

Speaker 2: 0:26

Welcome to the Renegade Lawyer Podcast, the show where we ask the questions why aren't more lawyers living flourishing lives and inspiring others? And can you really get wealthy while doing only the work you love with people you like? Many lawyers are. Get ready to hear from your host, ben Glass, the founder of the law firm Ben Glass Law in Fairfax, virginia, and Great Legal Marketing, an organization that helps good people succeed by coaching, inspiring and supporting law firm owners. Join us for today's conversation.

Speaker 1: 0:58

Hey everyone, this is Ben, and today's podcast is a recording of a talk I gave recently to a private closed door session of some of Virginia's best workers' compensation attorneys. I will be showing them in 30 minutes everything they needed to know about ERISA, long-term disability claims, and if you handle workers' compensation, employment law or personal injury claims, you're gonna find this talk to be interesting. All right on to my session, that was a really great presentation because I'm like Kevin I don't know anything about workers' compensation but I have a big Rolodex in all y'all's names in my Rolodex, so when I have a question, I know who to call. Okay, so what are we gonna talk about this afternoon? We're gonna talk about long-term disability insurance policies under ERISA. Like, why is that important at a plaintiff's workers' comp closed door retreat? It's because most every one of your clients no-transcript is probably also insured and covered under a group long-term disability insurance policy with their employer. If it comes to a point where they can no longer go back to work at their own occupation, then they may have benefits under that policy and there are things that you can do to totally eliminate that benefit for them. Okay, so just be aware of that and there are things you can do to really increase the amount of dollars they get in their pocket, and that's, at the end of the day, what we want to do.

Speaker 1: 2:21

Let me tell you what a little timer up there is supposed to go Now. I need it, all right. So let me tell you what I gave you in the materials. One is the. It's the knowledge book that we use in our law firm to teach everyone about these cases. I do not think that you need to become an expert in ERISA. You do not need to become an expert in long-term disability insurance claims. You need to know enough, because if your client is in a position where he or she is not going to be able to work in and they are insured on one of these policies, they're going to come to you first because you're already representing them. If you give advice, we want it to be good advice, all right. So this is the knowledge book that we use to train our teams. The second is the manuscript.

Speaker 1: 3:05

So part of what we're going to talk about here today is when you settle your claims. There is a way in many cases to maximize the benefit that your client is going to get under his or her insurance, disability insurance policy and there's a way to mess it up. All right, this tells you exactly what you need to be thinking about and what language you need to put into your workers' compensation settlements. And then my thing because I work with many of you now is just give me a call. All right, as you're getting close especially major cases with major dollars, just give me a call and we'll walk through it. So we're going to talk generally about these cases.

Speaker 1: 3:49

Framework of the cases. I'm going to give you some things to talk about at the end, because I always do stuff that's not legal or not just circling the law. I've got a couple of free things for you Now. Does anybody here because I'm a soccer referee a long time I'll start my 50th year refereeing youth in high school soccer next year anybody here have a teenager who's a teenage soccer referee or baseball umpire or anything like this? There you go. So this is for your kiddo. It's not about the rules, it's about the mindset of getting through those first couple years when you can't be good at what you're doing.

Speaker 1: 4:23

Okay, where does this come from? This practice area discovered me about 25 years ago. I just thought it was a simple insurance case. I didn't know what the hell I was doing and I got my butt kicked for several years and then we developed systems. Today we do have the. We do the most number of these cases in Virginia in terms of filed cases in federal court. We have a lot of cases in the in Virginia, up and down the four circuit and now across the country.

Speaker 1: 4:47

Part of what we'll talk about is I want you to understand the sort of procedural, how these cases proceed. And then at the bottom is the big number. So we have over $33 million of future claims under management and we're going to get paid a part of every single one of those dollars. So just think about that. If you're looking for another practice area, it's a vastly underserved practice area. I've got a whole team that's devoted to keeping our clients on claim. Once we get them on claim, and when you think about valuation of firms and selling to private equity or the middle of the way in the future like that's a big number you all may have that too I'm not exactly sure how you get paid. You have these clients for years and years. I don't know if you get paid on it for years and years, but we do.

Speaker 1: 5:32

How many went to the sources of coverage seminar? Really, I'm shocked. Everybody knows this. How many, andy? How many of those have you been to over the years? The sources of coverage, vtla seminar, automobile policies right, you remember this. Lots of them, right? And Jerry Schwartz for years and years he owned that market. He was the seminar for the whole day and one of Jerry's very first slides that he put up on every seminar was read the policy. Okay.

Speaker 1: 6:02

So that's rule number one. If a client's coming to you to say, hey, I've got this long-term disability insurance policy and you're going to give any advice, you've got to get the policy. And we believe you have to get the policy that was in effect on the day that they became disabled, unable to work. And you probably got to get the policy that's in effect now because policies can be amended. How policies allocate your workers' compensation settlement can change. Whether or not a worker's compensation claim is a bar of the policy can change. So you have to get the policy. Usually the policy is an insurance policy. You get it by writing to the insurance company typically who is managing the short-term or long-term disability insurance claim. You just got to get it and you got to read it because they're all a little bit different. Now every major, most employers have disability insurance policies for their clients and many of these big firms have ERISA plans, right, and you think like they would get this all right and everyone have a plan.

Speaker 1: 7:07

For those of you who do personetry work and who oftentimes deal with subrogation issues in your PI case and it's ERISA plan now we're trying to figure out is it self-funded, is it insured? All of that stuff Today, a quick story. So we had a case earlier this year. We settled the PI case. The plan wants $12,000 of reimbursement. We're getting some conflicting information from the plan, some conflicting documents about whether they actually had a subrogation claim. Turns out in the year that mattered. It looks like they left that section out.

Speaker 1: 7:40

We kept saying to them give us a plan, give us a plan, give us a plan. There's a whole bunch of rules in ERISA about they have to give you the plan. They don't. So we do what every planist lawyer does with a $12,000 insurance case we file a lawsuit in federal court because ERISA has fee shifting and we go and are you? Because I'm convinced now that this company, which is a major bank, everyone would understand the brand represented now by a major, big ass law firm who thinks they know everything and they're gonna teach us about ERISA, but they don't have a plan. We breathe the case. We go to argue the case. They don't have a plan. I'll bet you they don't have a plan because we've been out of support for nine months. So why don't you look over at that other table Judge and ask her where the plan is? Of course they got a plan. So, yeah, sir, she kind of dances. So he sets the status count for two weeks, come back with the plan, get this case. So, because he's pissed out of $12,000 insurance cases in this courtroom, right, three days later, three business days later, they call up and they go we're withdrawing our subrogation claim. Now I don't know if it's because they didn't have a plan or they just couldn't find the plan and they ended up paying. Between my bill and their lawyer's bill, they ended up paying three X the $12,000, right, just because someone we've known, jerry's, taught this forever. Just because someone is telling you there's a plan, get the document, get it and read it.

Speaker 1: 8:52

Let's just talk about these insurance policies for a moment, because it's important not only to your clients but to you, especially you young lawyers here who are still healthy. You should be looking for and buying an individual, not a group, an individual long-term disability insurance policy. They're more expensive but you should get one. They typically will cover if someone cannot do their job, do their occupational duties, in the first two years they will pay a benefit if you can't do the job that you were doing After two years. It's closer to a social security disability standard if they can't do any occupation. Again, you got to read the policy.

Speaker 1: 9:35

We were litigating a case right now with a lawyer. He works for MITRE, so there's a public case. Mitre Corporation buys the policy but they don't know what they're buying. Okay, and he's a high-end cybersecurity lawyer, a high-stress job, and he's got cardiac issues and he can actually do his job right now. But, as Dr Sussett said, if you keep going back into that cesspool of a workplace, you will have a heart attack and you will die. We call it the risk of future disability, which is an interesting area in our space. So we went on that issue.

Speaker 1: 10:05

Then the insurance company says we only ensure you for your own occupation, which for Ben-O Ben means the job you were doing. If I followed you around for a couple weeks to see what you're doing and you can't do that anymore. Then you're disabled, and that is the standard, this insurance company Reliant Standard. Again, it's a public case. We can talk about this. They got your occupation. Mr High-stressed Outlawyer is working 80 hours a week, on call, 24-7, doing high-end national defense stuff. Occupation is lawyer, you can write a will and that's their position. So my point to you, though, is you should go back and look at your group policies and ask yourselves whether you are really insured, particularly if you're a trial lawyer. Is that policy really going to cover you if you become disabled?

Speaker 1: 10:54

In a case a couple years ago, we represented a interventional radiologist out of Charlottesville, out of UVA. Guy more at my age, cohort forever has been interventional radiologist exposed to radiation. He's got some wonky blood levels and this doctor say if you stay doing this, you will probably get cancer. Claim boom. This policy, written by the Standard Insurance Company, said okay, we're going to ensure you for your own occupation. The employer thought we bought a great policy. We have these high-end, expensive doctors. We bought a great policy because it's going to ensure them if they cannot do their own occupation. This policy said your occupation is what your board certified in. My dude was board certified in general radiology, the certification for interventional radios. He came really as a result of his work, so he's teaching the residents and the fellows how to be certified. But he doesn't have that certification and we lost that case because the court said ah, he can do general radiology.

Speaker 1: 11:54

Again point is for your own policies. You need to know what the definition of own occupation is. All right, certain things will be excluded under the policy and I'll tell you this in some cases some policies will exclude a claim if it is covered under workers' compensation. So you just need to know that's a true thing. But you cannot assume that because you have a valid workers' compensation claim, that person is not covered under their employer's long-term disability insurance claim. Here's another mistake I see some lawyers but many HR people make. They'll tell people oh Julie, oh well, you have a workers' compensation claim, you don't need to go file your disability claim until your workers' compensation claim is over. That's malpractice. All right, now that's HR malpractice. In our language it's a breach of fiduciary duty which leads to a claim against the employer. But there are time limits. There are time limits on filing these claims.

Speaker 1: 12:57

Again, I don't think you need to be an expert, but if your clients ask me, what do I have to do? You have to get the policies involved and read them. Many of these policies will have limited coverage for mental illness, for what they call so-called self-reported pain, but I can't verify it on radiology and musculoskeletal conditions. Again, if you're an owner of a law firm and you've got this plan for you and you want to do the best thing for your employees, go look and if it has any of that language at the bottom, get your broker in. It'll cost you like $3 a month more to get a much better plan than this.

Speaker 1: 13:35

The other thing you want to do, especially if you have young men's working for you, is try to convince them to pay for the benefit out of their own pocket. It is pennies. It is pennies or dollars a month. The reason that's important is because if they do have a claim and they have paid the premium, the claim benefit will be a non-taxable event. If you, the employer, are paying the premium, then if they have to tap the benefits, then that will be a taxable event. All right, this gives you an idea.

Speaker 1: 14:07

So typically, somebody who develops an injury or an illness that prevents them from doing their job duties will start with a short-term disability claim. Most and that's either gonna be for 90 days or 180 days we call that the elimination period. Again, this is all in the notes I give you. But what the client will ask you is again what should I do? Yes, start the claim, make the claim and at the 90 or 180 day mark typically they don't need to now reapply. Typically that file moves in the disability insurance companies offices. It moves from the STD short-term disability section to the long-term disability section and then benefits start.

Speaker 1: 15:00

Many of our clients who do hard physical labor so Amazon drivers, ups drivers, folks maybe working at Walmart or Starbucks, they're lifting everything those claims are easier because there's a physical nature to their job and something happens. They can't meet that criteria. They'll typically be protected for two years. The harder cases are the knowledge worker cases because we make money with our brains. We are fortunate as lawyers that we work in air condition and heated buildings. We don't do typically physical labor, but those claims can be harder to make. So there's a lot of cognitive based claims that you'll think about.

Speaker 1: 15:40

At least counsel the client on when they're coming in and they are a sedentary knowledge worker, if for those of you who do social security now, I don't do social security and I have the same amount of knowledge about social security as I do about worker's compensation. But I understand there's a matrix and if you have a certain disease and you're a certain age, you get paid, right. So you've got a cancer and you're 58, maybe you get paid. That's not true in these cases. The conversation that I have with clients is what do you do? What are your occupational duties? Are you able or unable to do one or more of those duties? Then number three like why? What's the science behind it? What's the diagnosis behind it? Just understand, when your client comes to talk to you, that it doesn't matter that they have stage four cancer of some sort.

Speaker 1: 16:37

One thing COVID taught us is that there's many jobs we can do by getting out of our bed, walking to the dining room table and working remotely, and of course, the insurance industry has used that to prove that people aren't disabled. Yes, sir, yeah, so on any claim for disability benefits under either a short term plan or a long term plan. Really, the time starts when you have two things One, an inability to do my occupational duty, coupled with an income loss. So, for example, when I so most of my time today is spent counseling CEO, cfos, lawyers, doctors all across the country you're just going to go all across the country, many lawyers and doctors you could have something going on which prevents you from working, but because of your partnership agreement, because of delayed billing, you might not actually have an income loss. So you need A and B, one and two to be true. When you have a claim, most policies require you to give you 60 or 90 days or so to say I have a claim and then another period of time to start providing your proof of claim. But even that can be. People can get screwed. Let's just be simple, honest about this. We represent a coal miner in Southwest Virginia and his policy required him, once he had exhausted his appeal in a very short timeframe. If there's no timeframe, you basically have five years written contract. This one happened six months and a venue provision that made us file in the Western District of Pennsylvania. Coal company screwing coal miners right. Just argued that case because we lost it at the district court level. Just argued that in the third circuit court of appeals a few weeks ago.

Speaker 1: 18:18

If to the extent that you're counseling clients about perfecting a claim, please do two things Tell them don't do this at home. Don't get some advice, either from you, because now you've been here and you've read the notes, or have them call me. We don't really get involved too much at the early claim process, but what we're doing and what you wanna do to your counseling or client is to tell them that the notes that the doctor needs to write. We never tell a doctor what to say, but we are really good at telling doctors how to speak. Insurance speak okay. The notes follow the format.

Speaker 1: 19:00

I understand that Ben Glass is a whatever and that the occupational requirements of his job are this in the notes or in the letter from the doctor. In my opinion, he's restricted or unable to do certain of these things which are requirement of his occupation. And now here's the science behind it. So we talk about again. It's always. It's not about the disease, it's about whether you're restricted and limited from doing your occupational duties and the more that we can get that sort of stuff into a record. So people will come to me again. Most of my stuff is consulting with high-end financial, high-wage earners who have complicated lives, and the first thing we do is. We look at their current records Like is there enough there? And because you don't want, what you don't want someone to do is quit their job, we're not, show up, get fired, make a claim and the records aren't good enough. So we look at the records to see would an insurance adjuster be able to see what the occupational duty is, what the restrictions are and what's the science behind it? I assume everybody knows this and we'll walk through the legal schema for these cases.

Speaker 1: 20:14

If your claim is denied with the insurance company, you typically have 180 days to do quote an appeal back to the insurance company. If that is denied, you're filing a lawsuit and it'll be in federal court. If it's a most employee or a plan, so ERISA is a slide on this. Erisa covers. Erisa doesn't cover like a governmental plan. So our school teachers who have a long-term disability plan, they're outside of ERISA. Our religious organizations that have long-term disability plans are outside of ERISA. All governmental workers are outside of ERISA. But if it is ERISA and you've made the claims been denied, you've done the appeal.

Speaker 1: 20:56

We'll talk about what goes in the appeal. You got a federal court. All right, this is a review of an administrative record, so there's no witnesses. The judge is just gonna look at the language I use to my clients is. The judge is just gonna look at the box of evidence and the arguments that you're making from the evidence. Hey guys, this is Ben. If you like what you've been hearing on this podcast not just the marketing and practice building strategies, but the philosophy of the art of living your best life parts you should know that my son, brian, and I have built a tribe of like-minded lawyers who are living lives with their own design and creating tremendous value for the world within the structure of a law practice. We invite you to join us at the only membership organization for entrepreneurial lawyers that is run by two full-time practicing attorneys. Check us out at greatlabelmarketingcom. I wrote we have a book up here that we give to clients like please don't do this at home, don't do your appeals at home. Okay, so we talked about this.

Speaker 1: 21:54

All any plans that you all have for your law firms are gonna be governed by ERISA Buy-in-large. So worthless is a hard word and I say these are worthless policies. But you think about it. The insurance company is selling you these policies without any underwriting. They have to cover everybody, they'll exclude pre-existing conditions and the policies are just. They're just not as good as the more expensive brand that you could get by going out onto the market and buying your own individual policy. Again, if you're young and you're healthy, or if you're young and you're not, I would strongly urge you and go back to your offices and urge your younger associates and other employees to consider getting an individual policy.

Speaker 1: 22:30

Hungry Vultures was a program by one major insurance company. That was the award they gave every week for the teammate that canceled the most claims and put the most people out of benefits they use. This is what they'll use. This is what we use. Vote reviews. They're always very shallow, so it's really good. I think I assume many of you have a vocational rehabilitation expert who you can consult with in your workers' comp cases. We do. Again, the important thing is I never tell the vote expert what to say, but my vote expert knows the framework of these cases. Peer review a bunch of makeup made up doctors. This is.

Speaker 1: 23:08

It's wrong to say these are easy pickings, but if you pick your case, the analysis and thought behind claim denials is so shallow typically and there's no lawyer involved, which gives you such a tremendous advantage when you're doing an appeal, because you can put anything you want into your appeal. Of course, you and I are both warning our clients about not only their social media, but being tagged on their friends' social media. Okay, the benefit amount is typically somewhere like 50 to 66% of the wage, with a calculation and formulas. I don't think you really need to know this. You need to read the policy of if you have other income, if you're getting other benefits, if you're getting a worker's compensation, weekly or monthly benefit, however you all work. You just have to know that these things will offset and reduce the payments. And again, most of this is about. That's a great slide. You can't read it and it's got four underwords on it. I did that stuff. We talked about this, so we talked about the path.

Speaker 1: 24:06

What happens when claim denied? We do the appeal and we win the appeal with the insurance company. They're back on claim and that's where we'll keep people on claim for decades if we can, and that's where our future it's recurring monthly income and I have a whole section in my law firm who's devoted to making sure that once you're on claim like you're never going to have to go off claim and you never have to worry about it because we're going to be very proactive with the insurance company. Cool thing is for circuit is the law is pretty good, traditionally known as a conservative circuit. The law is pretty good and the cases are so interesting I think they are because I'm an Arissa nerd. I'm happy, when you go back to your law firms, I'm happy to consult with you as you look at your own policies. I do this for medical practices and legal practices.

Speaker 1: 24:54

Let's make sure that what you think you bought you have actually bought Arissa is good for claimants because there's no lawyer on the other side of the beginning. We can put anything we want into the appeal. I put YouTube videos. I found one time one of their experts that they used had been indicted in federal court for disability insurance fraud. So I went on pacer and got all the transcripts and stuff and stuck that into the appeal. And the cool thing is there's no lawyer and these people on the other side they're nice people, they're overworked, but they don't understand Arissa and they're not taught Arissa All right. So this is the thing you need to know and I've just complimented here.

Speaker 1: 25:31

This is what you need to know. This is how lawyers how you can accidentally mess this up. You're going to settle a workers comp case and the employer says we want a severance, we want a severance agreement too. We're split, we're splitting apart. What's that Taylor Swift sign? We are never, ever getting back together again.

Speaker 1: 25:45

Right, and the severance agreements that the defense lawyer sends over to you has that whole alphabet soup list of things benefits that you are releasing. Nobody ever thinks about this. One of them is always Arissa. So if you let the client sign a severance agreement that mentioned to you, mentioned to Arissa, and waves it, you're giving up courts of cases Like it's really hard for me to get around this. You're giving up. You're waving your Arissa claim, your long-term disability claim. Now here's the cool thing Most workers comp lawyer defense lawyers they don't care, the employer doesn't care. The employer is paid a paid a premium to have reliance or union or New York life manage the policy. So if you, as a lawyer, just bring this up, say we do not want to wave this LTD claim Again, if you look at the article I gave you, it has the exact language that you need to talk about, the exact language you need to say to the defense lawyer to get this fixed.

Speaker 1: 26:41

We talked a little bit about offsets. You should know, if you're settling a personal injury case, that some of these policies so an offset is like we get money in a third party case. It's going to reduce what the insurance company is paying you for LTD. Okay, some of these policies say if the offset is for wages, then we're going to reduce, but everything else is not, it doesn't reduce. As the lawyer again, if you can just craft some language and settlement agreements, it's like none of this is for wages, it's a settlement agreement. The defense lawyer for state farm, they don't care. Right, most of them are going to be pretty reasonable because not really hurt their client. You just need to be aware of that.

Speaker 1: 27:19

Here's the thing on workers gun, which is why it's in red. Doesn't apply to every policy, but many policy. When you settle for a lump sum amount in your workers' comp case, it's almost always going to be an offset to what they're getting. My client is getting a long-term disability claim. The question is, if you settle for $100,000, like how many dollars a month, is that offset? Is it offset the whole $100,000 right now and the claim goes away, or is there some other formula? What you need to know is that many policies say you get to choose In your work comp settlement. Again, the language is all in the article. You want this to be like. This is a settlement for the lifetime. We're getting X dollars and what do you all call it work comp compensatory? I don't even know your language, and what you will do when you have the right language in there is you will make the monthly offset for the disability policy dollars Not tens or hundreds of thousands of dollars, but dollars, and that's a good thing. Again, not every policy will do this, but again, my point of being here is just to make you aware that there's issues over here. You don't have to be an expert in this, but you need to know enough that a client comes to ask you and, by all means, call us. My associate is a rock star in this. All right, here's my bonus.

Speaker 1: 28:37

One of the things I guess I'm known for is being the person a person in the profession is trying to change the profession. Make lawyers have happy lives, rich lives, do good work in their community, all of that stuff. The default should not be misery. What I've got here I'll share with you do things is. This is the document that we onboard. Maybe you could help me on. This is our culture document. We onboard, we hire to this document, we onboard to this document, we fire to this document and maybe, if you guys can, just that's all right. I just give this to you as a model of what I think we lawyers, particularly law firm owners, can do to make our lives better. If our lives are great, our teams' lives are great, then the clients will be well served, all right.

Speaker 1: 29:25

Second thing I just finished up the Great Legal Marketing Summit down in Orlando a couple of weeks ago. We have 18 and a half hours of marketing practice building mindset. We're having all of those notes have been professionally transcribed. That's in process right now and we're making 18 and a half hours of notes from our marketing event free, available, free to everyone. So there's the last page of this. There's a QR code you can get in line. The notes are not ready yet. The website is up. Hopefully it works mostly, but and I also have the list from here but if you are at all interested in making your life better, learning how to market, making your own life better, we are just making these notes for the first time ever available to the world. I don't know if you have a question, maybe a time for a question. That time went by fast. Thank you very much. Yeah, absolutely yeah. Yeah, thank you very much. Yeah, absolutely yeah.