Could AI Become Evidence Against Your Company?

[00:00:00] And we're live from the living room as Doug eyes up the matchday spread. He's reaching for the Buffalo Wing. Perfect! Hang on, what's this? Oh, he's going for a can of Pepsi too! Incredible! What a finish! Sensational combination! Look at the delight on his face. There's no doubt about it. It just tastes better. Matchdays deserve Pepsi. Food deserves Pepsi. Grab a pack of Pepsi Zero Sugar for today's match. It's Poetry in Motion!

[00:01:07] African-American guy, we're in the elevator. He goes, Colt, right? I said, well, I graduated to OE. Colt was where I had to start because I didn't have any money. He goes, trust me, I've had plenty of both. I'm like, we just joked about it because it's like, it's paint thinner. Like, malt liquor is the worst thing in the world. That's why it's sold in poor neighborhoods.

[00:01:30] It goes down so nicely. I'd rather have, I know this is going to kill everybody who's like a craft beer enthusiast and all that. Yeah, yeah, yeah. I'd rather have a Colt 45 wide mouth any day. It goes down easy. It does. It's got good carbonation to it. It just goes down. It's just not healthy. It's just not good for you. Like, as if any of them are good for you, but yeah.

[00:01:57] Yeah. So are they still like a dollar now or what's the cost? You pay for them with pennies. If you're in the hood of the barrio in a poor neighborhood, you can buy loose cigarettes. They're called Lucy's. So you get you a Colt, you get a Lucy's, so you get one cigarette. Yeah. And then go ahead and smoke a cigarette. It's kind of a funny bit. I'm going to see. No, they probably go not in cost, not in quality.

[00:02:26] No, not in quality. I'm Googling now to see. Yeah. All right. Let's see. Let's see. Let's see. If you DoorDash. Oh, here. Let's see. Get you a 40. This is making for riveting podcasting. You need a 40 for this week just to get you through. I do. I do. Whoa. $3.50. Hey, inflation's a motherfucker. Holy cow. Just say it is what it is. $3.50 for a Colt 40.

[00:02:55] That's crazy. Yeah. That is crazy. But you go and look at what an 18-pack of Coors Light is, and it's $24. Yeah. So, like, everything's – yeah, duh. Everything's more expensive. There's – we'll have to cut this clip out and share it because there's a group that I hang out with here. They're doing the Genesee, the Genesee, whatever. Yeah, yeah, yeah. Like, $0.67 a can, something like that. And, like, it's high quality or Miller Extra Light. How about that?

[00:03:25] So, Moose Head – I don't know if you had Moose Head back in the day, but Moose Head Canadian beer, and it had a higher alcohol content. Yeah, yeah, yeah. And they used to have these shirts that were called the Moose is Loose. So, they'd have this bit, but on the back, it would say the Moose is Loose in Texas. And it was a good – I mean, it was a good – if as an import from Texas. It was a good beer. Like, I had many good times drinking Moose Head. Yeah. I was not bougie with my beer. Colt 45, Coors Light.

[00:03:54] Well, mine were mostly – mine was because I worked at Albertsons at the time, and I would ring them up for my friends. So, I was bougie only because I was stealing. We only got – we only recently got beer in stores near us probably within the last couple years. It's like a whole new thing. Shit. This – yeah, we always had beer, and I'd make that sound. So, the beeping sounds like beep.

[00:04:24] My friends would come in and get cases and cases, and then I'd get off work in like an hour, and I'd meet them out in the parking lot. It's like – so, when you have a setup like that, you're going to drink the most expensive beer you can get your hands on. Yeah, yeah, yeah. Because why would you? Why wouldn't you? Like, I'm not going to get Zima if it's free. What's wrong with Zima? I'm not saying there's anything wrong with Zima. That was my first. Or Keystone. I'm not saying there's anything wrong.

[00:04:51] I'm just like, if you're getting it for free, why not get the most expensive stuff that's in the grocery store? Yeah, I guess. I guess. So, all right. So, this episode is sponsored by our friends over at Fama. We love y'all. Thank you very much. A hundred percent. They've been around a couple of years now, Fama. They have been a sponsor of our good work for longer than I can remember. Yeah, since before we, yeah. I mean, yeah.

[00:05:20] They've been around. So, if you haven't checked out Fama, please do. They've got some cool stuff. But you know what's even cooler? You've got a story to talk about. I do. And I think you're going to like both stories today. But let's do the first one first. Probably not. Toxic leadership. A manager told an employee that after a car exit, going to the hospital showed the wrong mindset.

[00:05:45] The manager argued that skipping medical treatment and returning to work immediately would have demonstrated a real commitment to the company. Walk it off, son. That's what I tell my kids. I'm like walking off. I had a coach tell me that, actually. That was some funny stuff. Anyhow, this is from the Economic Times. This is a real story, not from the Onion. You go read this up.

[00:06:12] And so, you know, basically what comes across when you read it is the employee is replaceable now more than ever. The work is urgent. The company comes first. The funny thing is, is leaders who think this way also describe themselves as a people first company or manager, et cetera. So the question I have for you is, what's the craziest thing you've ever heard a manager say with a straight face?

[00:06:42] Straight face. Looking right at you. That's a good. You know, I haven't had any crazy stories. I really don't. You worked in staffing. Come on. I really, I really haven't. Come on. Enterprise rental car? You don't have a story from a manager asking you some dumb shit? No, but I did think, I'll go back to that in a second. I mean, I have had some asshole managers. Oh, no. And we talked about them. That's 100%.

[00:07:07] At Enterprise rental car, and this is back, for context, this is back in like 2000, 2001. This is a long time ago. Right. I remember getting out of a car and I pinched my back. Oof. My lower back. Yeah. To this day, it bothers me all the time. Oh, yeah. Random time. I can lift weights, be in the gym, nothing. I lift up a box or I sit down too long. It is murder. It's awful. It's a muscle. It's awful.

[00:07:36] It's awful with me the entire time. And I remember getting, I went back to the office and I had said something. And I'm like, hey, my back hurts, you know, all this stuff. They didn't want you to report it because it would have been a workplace injury. No. Well, ultimately, they didn't stop me. But I did do that. But I finished my shift because my manager, he wasn't like, finish your shift, sissy. No, he was just like, you're good. You're good. Just stay in the office. Like, you're fine. Go after work or whatever.

[00:08:03] And I did, but it was like days before because, you know, you're 20 years old at the time. You're not. Well, you think you're invincible. So some of it is the mindset of a 20-year-old. Okay. So there's that. Yeah. But the irony is with muscle spasms, muscle injuries in your back, the more you stay active, the better. Yeah. Well, I wasn't active. I sat and I milked it and I, and it was weeks of like physical therapy, which was stupid.

[00:08:31] It was like this stretch, that stretch. And I probably should have stuck with it because I wouldn't be dealing with it now. Did they make you go to a chiropractor? I have been to a chiropractor as an adult. Yes. Right. Right. And I, and I do like me some chiropractic, chiropatrick work, chiropractic. I think, is it chiropractic? Chiropractic. Yeah. Yeah. There you go. So I think, I think the thing with that is it's temporary.

[00:09:00] So they put things on you to make you feel good for that moment. Maybe the next hour. Problem is, is it just regresses. Right. Right. Back to the same spot. So anyhow. Oh, no, that's, I need, I need stories. I do not have William stories. There's, there's no doubt about it. My life has been boring. My life has been boring. I think I'm going to make one up. And I'll. Go ahead. Do it. Bring it. I'll share it later. All right. So let me ask you this.

[00:09:26] Would your company's AI chatbot become a witness in a future lawsuit? 100%. That is fascinating to me. Right. So this is an article. I found this on, I read this the other day on, on Reuters. And so. Reuters. What did I say? Reuters. Like the plumbing. I did say Reuters. Reuters. I don't know where your mind is, but it has nothing to do with indoor plumbing. It's been a week.

[00:09:54] We have graduation tomorrow and two graduations tomorrow. And if it rains, graduation will be on Friday. And then they cancel the last day of school for everybody else through 11th grade in the district. So it's just a hot mess. And we got the graduation party coming up. Got to build a lemonade stand. Let me tell you this. This is way off topic. Let me tell you this story real quick. Because I just, I feel like a lemonade stand. Yeah. I feel like the listeners are going to be like, forget HR. Let's talk about the lemonade stand. Okay.

[00:10:24] So we, lemonade stand, I don't know how it is in Texas, but in, in PA, lemonade stand is like, like it's mind blowing, right? Every graduation party has to have a lemonade stand with all the different flavors and all this fancy crap. So me, you know, daughter wants a photo booth. I'm like, I can make a photo booth. So I go and I get free pallets last night. I haven't told you this yet.

[00:10:49] I got free pallets off of Facebook marketplace last night because I'm like, we can do this. I found the photo. I go and I get the pallets, not what I wanted. They were, they were designed differently. I'm like, I can make this work. Now I've got eight pallets sitting in the truck, in the driveway and I'm like parties in three days and I'm not fucking doing this. Yeah. No, I'm not. I'm done. Like it's not going to work. You know, you can rent off photo booth. You got to pay for that. I don't know. I'm Facebook marketplace, gallon of paint.

[00:11:19] We're good. Gown of paint. That's old in the garage. Now it gets better. It gets better. So now we're doing this lemonade stand and instead of using a folding table, I'm like, it'd be pretty cool if we just use the pallets. Let's make a little bar out of it. And so I start looking them up and there's a lot of nice ones out there. So now I'm about to embark on making a lemonade stand just before the party. So my boys did a lemonade stand once.

[00:11:49] Michael made them all the pictures and they helped with that stuff. And then they went out on the corner. Our house is situated on a corner. And so they went out on the corner, they put the table out, this, that, and the other. They had some customers. They stayed out all day. And I remember Henry bringing all the stuff back in. He was like, yeah, I won't do that again. Well, this is for the party. This is for- Oh, no, I know. Yeah, yeah, yeah. This was for sales.

[00:12:14] And as they say, the juice wasn't worth the squeeze. Yeah, no doubt. So anyway, all right. So back to regular scheduled programming. Yes, AI. So AI chatbots or AI being a witness in a future lawsuit against the company. So this was – essentially it's a legal analysis, an expert legal analysis. It was an article. There's nothing on case study or case law yet.

[00:12:42] It was written for lawyers and legal professionals. And so the article discusses the legal concepts like they called it the privilege waiver, their discoverability, the evidence preservation, all that stuff in the context of AI use.

[00:13:00] And so when employees are using AI, when employees are leveraging whatever AI you're giving them, they're taking company records, company documents, company results and reporting and all this stuff, client data, dropping it into AI and conversations that employees are having back and forth. Hey, William said this. How do I reply to this email?

[00:13:26] And in that email that you sent, you said, hey, I've got a way to grab an extra $50 or $100 a paycheck or whatever, even if it was a joke, whatever it was, it's now in there. And what they're saying is now this can be used, potentially used as a way or as evidence against you in – Yeah, it's – so there's no change by the way. Yeah, I don't think there's anything groundbreaking here.

[00:13:53] All HR data, everything, your emails, your Slack communications, every piece of data, payroll data, compensation data, everything is an exhibit. Yes. In a trial. So you have to think like that. Like everything that – again, your communications, all that stuff, that's all fair game. Mm-hmm. That's how when someone reports a sexual harassment claim, they do an investigation, that's some of the stuff they're going through.

[00:14:23] Sure. They're interviewing people, but they're also going through data. Yeah, of course. And so AI is just an extension of just – it's more data. It's an extension of it. And what the article was saying was how it increases the insight into what it was. Yeah. It can contextualize something. So it's like, hey, I think we can get $50 more out of a particular client. That's not necessarily a bad thing or a bad conversation. Not a bad thing, but – well, I'm talking extortion.

[00:14:52] Like something, right? Like you're talking bad about somebody or William says something, which you probably would. Like, hey, that guy, he's an asshole. Or he does that. Then I take that, like how do I reply to this? What do I do? Now it has the entire – and employees are much more apt to put the information in and it's already been shown. Because they want to contextualize it. Right. I can't just say how do I respond to an asshole, William.

[00:15:22] Yeah. Well, now the evidence is – the amount of potential evidence is significantly more. Oh, 100%. Because – Getting deeper by the day. Yeah, well, previously it would just be over email or memos or whatever. Now we're taking – not were, but they – people are taking because nobody would hire us. They're taking full-blown reporting. Oh, yeah. Customer data and they're dropping it in whether it's company secured or not.

[00:15:51] It's part of that evidence group that they can then use. So anyway, I thought it was – it's on Reuters. Check it out because – Reuters. Reuters. Reuters. Reuters. I know I keep saying that. Reuters. Reuters. Reuters. Not against a new thing. Roto-Rooter. That's what – every time you say that, I'm like, Roto-Rooter? But you say water. What are you drinking? Water. Because that's what it is. Water. It's water. So, all right. So, first of all, that's a great story. And that's just going to keep compounding, as you said.

[00:16:21] Yeah. All right. So, you mentioned Fama at the beginning of the show. I wanted to ask you a question. They do something bad? No. Not at all. They actually got a new round of funding. It did something good. So, what's a predictor or signal from social that indicates in your mind a good employee or a bad employee? What would you be looking at? Online? Yeah, social. Honestly, dude, I can go down a rabbit hole on this.

[00:16:50] But it's – I don't want to just blanket it and group it and say harassment and things like that. But there are – and this is more maybe a bias of me. However, when I look at it, the way of which people talk, how they talk to people, how they comment on people – I'll just stay on you so we're not – Yeah, yeah. Hitting other people. Sure, sure. But you post something, right? So, you recently posted VAN, which we should probably even mention. He's at Seabase.

[00:17:19] Now, what if I would have made comments about something, I don't know, not nice about VAN, right? And I'm talking down and all that type of stuff. Right. Those are, I think, the simplest indicators for me on the inside of the person. Now, election time, all this other stuff. Oh, yeah. So many crazy things that happen. Yeah. Right. And it all happens right there on social – all of socials. So not just Twitter. It happens everywhere.

[00:17:48] I think the thing for me is we talked years ago and up until now, we've talked about bringing that whole you to work, which I've never really bought into. More like 23% of you. Yeah. I don't even want all of you here. Yeah. See? Like, and so, like, if somebody's railing on Verizon because they got their bill wrong and they can't kind of get it right, et cetera.

[00:18:17] Like, you got to get their attention for them to, you know, for them to respond. I don't mind that. Like, I think some people would look at it and go, well, they're taking a brand to task. You know, it's negative. And this, that, and the other. I'm like, well, they're actually sticking up for themselves. Sure. I mean, if there's 33 of those postings. Hey, if it takes 33 to get a response. No, I mean 33 different brands. Like, they're just a brand. Right. That's exactly right. That's a great point.

[00:18:46] If you're just a hater and you're just hating on everyone, okay, I probably personally, I probably, again, that's a bias, but I probably don't want to work with you because I don't need that negative stuff in my life. But if you're fighting for yourself and you're fighting for your own rights, like, I got no problem with that.

[00:19:05] But I think sarcasm and people that have a really dark sense of humor, I think that that doesn't translate really well to the internet, you know, because it can be taken really easy out of context. And so people then water that down and want it to be, well, I want the perfect person. They never, you know, you don't see pictures of them, you know, doing a keg stand and drinking beer from a funnel and stuff like that. It's like we're human beings. Yeah.

[00:19:35] Like, you know, why does that even matter? Like, unless you're thinking about this, like, this is where we get wrong with our athletes, entertainers, and politicians, and anybody in that area is that we want them to be perfect. And no one's perfect. So why would we expect Alex Rodriguez or so-and-so to be perfect? There's plenty of predictors from a career perspective.

[00:20:04] I, you know, but, but, you know, here's the thing. Yes. And no. If that person, let's say it was the keg stand deal, and every weekend they're on a keg stand and they're tailgating at whatever games and it's, you know, that's their bit, but they're a high potential and a high performer. That's fine. Do you care? No. So it all comes down to performance as on some level what you will allow.

[00:20:31] And at the end of the day, if that person's in sales and they're killing it, keg stand. Hell, I might get them a keg stand. Like, you know, let's do a bit. Yeah, there's nothing wrong with it. But if they're out there, I mean, when you ask me to, I'm thinking, like, I'm looking for people that are, I mean, you know, if I see someone out there, and I see this all the time. They get really heavy in politics, and then it becomes hate conversations. That's right. That's different. That's different. You can't change anyone's mind over the internet.

[00:20:59] I think people have not gotten that memo. Yeah. Like, you'll have a thought and you'll have an opinion, and I'll have an opinion that's absolutely opposite of that. I'll never be able to change your mind over threads or LinkedIn or whatever it is. And you have your opinion, and that's good. So I think that people still try. They get on these tools. They try to change people's opinions.

[00:21:27] It's like, I don't – first of all, I don't want to know people that would just change their opinions that easily based on somebody else's, you know, fake Twitter account. Yeah. So let me give you another story. So that's workplace culture. A laid-off employee posted about experiencing silence office culture after moving between companies.

[00:21:52] The employee described joining a workplace where they rarely talk, rarely ate together, collaborated informally, or developed relations and relationships. This was on HRKathka, K-A-T-H-A dot com. And so it's fascinating because it kind of gets down to the individual, right? People say they want culture. But what they really want is the culture that they want.

[00:22:20] They want a preferred culture. And so are we building culture for employees or for ourselves? So the question I have for you is when does a quiet workplace become lonely and when does it become productive? Because you and I work differently. And there's times in which we might not talk for a day or two because you got your heads down and you're doing stuff. I got my head down and I'm doing stuff.

[00:22:50] And we're just – there's no need. But I think for some people, the interaction, that would be that quiet culture or quiet points in culture, that would actually drive them crazy. Hey, this is Brent Skinner, host of Small Talk Window here at the Work Defined Podcasting Network. Have you ever wanted a short podcast to listen to during a coffee break of your work day? You've come to the right place.

[00:23:14] My guests dispense with a small talk as quickly as possible and settle into a meaningful conversation around the world of work. Yeah, then don't work there. See, that's the thing. How do you tell people in advance? Like this gets back to a recruiting – Well, it's kind of like Amazon, right? I mean Amazon, they're not shy. Well, at least I mean I don't know anymore. But at the time, they weren't shy. Like when you come here, this is the work that you're going – if you're not going to want – if you don't want to work in UPS, same thing.

[00:23:44] If you don't want to work at 8 o'clock – come in at 6 o'clock in the morning, load the truck, get in the truck, drive all afternoon, come back, unload and load again and then go back out. Oh, and then maybe take some lunch on the road. Yeah, don't show up. Don't come here. Don't hear me. You don't want to do that. And so if you're – people complain about Amazon all the time. They drive people into the ground, but that's what they tell you the job is. So don't work there. You chose it.

[00:24:12] I think the thing is, especially in employer branding, the more you tell the truth about what's actually the culture, not an aspiring culture, but like what is actually the culture. Amazon, again, another example, their executive leadership – Bezos is famous for saying this 20-something years ago. I want the investment banking culture, Wall Street's investment banking culture. You're going to work 100 hours.

[00:24:41] There's no such thing as work-life balance. I don't really care about your kids or their parties or any of that other stuff. Like it's value. Are you adding value every moment of every day and meritocracy? Best idea wins, that type of stuff. And you know what? Most of the people that work there want to work there. That's right. They signed up for that. We brought up Enterprise Rent-A-Car earlier. You don't come out of college and work at Enterprise Rent-A-Car to wash cars in a suit.

[00:25:10] You go there because you know they have a history of developing young people into managers, into running. When you're a manager at Enterprise, depending on your branch, you're running 200 cars at a location. I mean just do the math. I mean that's millions of dollars of inventory and you're 22 years old. And you're responsible for the books. You're responsible for everything and also the people and the customers. And so when – but you start out washing cars in suits.

[00:25:39] And it's not to say you got to take your licks. It's so you actually learn the business. And so – but you don't take that job unless you actually – and they don't hide it. Right now, some companies – I will – some companies will paint this rosy picture of what they believe the culture, what the world wants the culture to be. What they want – it's aspirational, right? What they want the culture to be is – pick your favorite words, your trigger words, high integrity.

[00:26:08] What we aspire for, high integrity or high candor, any of the words. Yeah. But we're not quite there yet. Yeah, but here – I mean here's the thing. The branding team wants to tie this and all of this. The founder of the company. 100%. You're not going to – you can paint Amazon or pick any company. I'll use Kinexa. Like we did a lot. I mean they're back here, right? Like they're still sitting there.

[00:26:38] I love them. But that's not what the company was founded on. That's not – that's what branding created. That's what the customers kind of wanted to see. That's the story they told to sell. But that wasn't the brand. Like if you were working in Kinexa, you saw – like it was a workhorse of a place. Right. And it was really fun. I thoroughly enjoyed my time there. Yeah. But it wasn't what's on those papers. Yeah, yeah, yeah. That's not –

[00:27:07] I remember that – a period of Kinexa's history where it was more or less a work hard, play hard culture. Yeah, you don't have a chair unless you do certain places. When I went in the interview there, the guy that he ended up working for literally had a folding table and a chair. And I thought in my initial interview, I'm thinking, well, that kind of sucks. Like you're running the whole floor. But then the other managers had –

[00:27:37] Yeah. Yeah. Desks and stuff. Yeah. But I got it. And I was like, you know what? I actually like that. I actually think that's pretty cool. I'm going to go earn that. Got to go earn it. And I did and I went. It was the weirdest thing but I just kind of fell into that culture. And Kinexa was a great company. It was a great company and probably still would be if IBM didn't fuck it up. But – 100%. So I got one here. I'm just going to ask you this question because I know you're not going to like my response because – Sure.

[00:28:05] So a software engineer received a religious accommodation for her – from her employer allowing her to opt out of using AI tools at work. So I found this one on Gizmodo. Interesting to me. She's a software developer. This happened – so this context, this happened last year I believe. Right.

[00:28:29] But it's now being resurfaced because of everything with the pope and all of this stuff with his thoughts on AI and – and so now this is becoming more prevalent in the workplace where people are requesting to be exempted from using AI. And my thought is this. I don't – you'll know the religious tie better than me. Sure. I'm not going to get that.

[00:28:57] However, is it just because they don't want to or they feel like if they're using AI, they're succumbing to AI as a developer or anybody and saying I can no longer do my job and this way I get security? When I'm looking at it as – you don't have to fucking use it. But you're just not going to have a job because the company has passed you. My thoughts. I don't know. I don't see the religious tie to it. This isn't like going to lunch and not having certain types of food.

[00:29:24] Yeah, I think the thing is there is one of the Ten Commandments. I'm trying to figure out what it is, is that you don't put any god above God. And the way that people worship AI is tantamount to how people worship a god. Oh, come on. That's a stretch. No. No, it's really not. I mean that's the thing.

[00:29:49] I think that really what's going on, especially in this particular case, is they just don't want to use AI. They don't want to be included in using AI. So really they're using whatever reason to get an accommodation and they're hiding behind religion. I think the more – again, every religion has zealotry.

[00:30:10] So whether you're Protestant or Catholic or whatever, pick up faith, an organized religion, you have people on the edges on both sides. You have people that are barely Catholic. You have people that are – that take it too far. They're zealots. And so I think that in zealotry or extremism in those cases, they're going to look at this as a threat because why go to church when I can just chat GPT it? I can – yeah.

[00:30:40] Google it too. Yeah. But, well, Google, yes, Galaxy is making it a little bit better. But like Claude and Chad GPT are so far advanced. Like I could ask a really, really, really deep question about the Bible and in – from whatever perspective, Protestant, Catholic, whatever, get a perspective. And like that could replace – like why go to confession?

[00:31:08] Why would I go to a confession, which is – it's important as a Catholic. It's a different area. Whatever you say in confession is between you and – Right. And whatever you say in chat GPT is between you and chat GPT. Until you're brought up on charges and they go in and they start searching your shit. Right. But that's your search history too. So my point is I don't see it from a religious perspective.

[00:31:37] I think the person just doesn't want to be included in using AI. And this is an excuse. Yeah. And I don't think this secures her job at all. Oh, I think it's worse. I think it actually puts her behind. Absolutely. To people – you know, the – you know. It's one of the deals. Your peers will outpace you. Absolutely. The longer you avoid AI, they will outpace you. Yeah.

[00:32:06] But here's what I think happens next with this person or somebody. They're going to get outpaced very quickly and they're not going to be a performer. Right. The lawsuit will be, well, no. She has the accommodation. She doesn't need to actually perform at this level. She's performing at the human level. Yeah, that's just – that ships – especially at a private company, that ships not going to – Yeah, I'm just saying now. She's not going to sail.

[00:32:36] They're making accommodations. First of all, I don't know why you'd ever make that accommodation unless they were a high performer. I mean I just – someone says I don't want to use AI because it's against my religion. It's like then get the fuck out. Yeah. And this wasn't like a court-issued or anything. This is just an employer accommodating. Dude, it sounds – I'm not guessing that this was in California, but I believe this.

[00:33:03] Without knowing anything about this particular thing, I guarantee this happened in California. Either way, I don't know. We'll have to see what the audience thinks. So we're not – Just if someone asked for an accommodation doesn't mean you have to grant that accommodation. Yeah. We're not spinning the wheel this week. No! No, we're not spinning. We're going to spin it next week. However, sign up for the wheel because I don't know if you can see. I can see your reflection. Look at that. That's nice. You can see your reflection. I can see your reflection. But you can win.

[00:33:32] There's $150 on here. You don't have that dollar. You don't have the dollar one on there, do you? $1. Right there. Right there. So wrong. This is the candy wheel. Sign up for the candy wheel. Candy wheel. And we'll pull your name. And it's gift cards. Gift cards. All gift cards. Yeah. Yeah. You can use it to treat yourself. Yeah. Treat yourself to a Manny Pitty. Something. Anything. Get yourself a haircut.

[00:34:01] Get yourself something. All right. So we're going to be – by the time this comes out or when this comes out, we're going to be over at SHRM. We are. So SHRM Annual. If you're at SHRM Annual, we'll be – this will come out and then we'll literally be there like that next day. So if you're listening to this on the plane, we hear you. Thank you. Slide by. Yeah. Come – stop by. Stop by the iSolve booth. I forget the booth number. Want to look it up real quick. But stop by the iSolve booth.

[00:34:29] We are recording the Heroes of HR podcast live in the booth and it's going to be pretty awesome. I think it's 4319, but it's super easy to find booths at a conference. The SHRM on the app, you just go to the expo and then you type in the company name and it will tell you the booth. Yeah. It is booth 4319. That's what I said. Is that what you said? That's what I said, baby. I'll get you. We'll play the tape back and make sure you do that. Pushing fruit? No.

[00:35:00] I don't have to lie. That's fantastic. I don't have to lie. We – we're all done today. So thank you all for listening. We are. Great show. Yeah. Thank you all for listening. Sign up. Get the newsletter. Get the newsletter. Sign up and sign up for the wheel. So you'll see it on the website. Just go and click through. You'll get an email and sign up and maybe we pull your name.

[00:35:34] Ryan Leary here from Mint Mobile. I don't know if you knew this, but anyone can get the same premium wireless for $15 a month plan that I've been enjoying. It's not just for celebrities. So do like I did and have one of your assistant's assistants switch you to Mint Mobile today. I'm told it's super easy to do at mintmobile.com slash switch. Upfront payment of $45 for three-month plan equivalent to $15 per month required. Intro rate first three months only. Then full price plan options available. Taxes and fees extra.

[00:36:02] Default terms at mintmobile.com.