But what, what type of advice would you give to somebody in that situation?

Yeah, that's a hard one, and it's funny you brought that up, because yesterday I got a call from a company, a, uh, a bank, that had an employee report that they noticed another employee had a, you know, insert curse word that starts with F, and then ICE, um, bumper sticker in the parking lot.

And then, um, and so the em- the employer was like, "Well, it's on their car, you know, it's on a bumper sticker, and this is e- not in line with, you know, we have maybe, you know, customers who come to the bank, they might be, um, you know, Latino, they might be from overseas, or where it not.

We don't, we don't really dig into citizenship and, and all that.

We service everybody." Well, um, at the same time they had l- we had an investigation a, a, a year or so ago where employees were passing around...

Someone was passing around, like, stickers or something that people could put on their desk that said, "Let's go Brandon," which if you re- recall, was a, a kind of a derogatory slang s- s- slang, uh, for, you know, insert F curse word, um, Biden, uh, y- a couple years ago.

And so we're kind of like, all right, well, [laughs] where, where does the company draw the line, right? One is passing stuff around in the workplace, one is a bumper sticker.

You know, what's, what's one thing that HR should stop doing when it comes to performance reviews and in particular PIPs?