Steve Bernstein's Sex Mob playing at the Parrish Art Museum, Watermill, New York on July 3, 2026.

Um, we've been trying to get out here to the Hamptons Jazz Festival for a long time.

Joel Chris is an old friend of ours, and Claes is a new friend of ours.

And we've been a band for 30 years.

And the name Sex Mob is a blessing and a curse.

Because when you're in your 30s and you start a band called Sex Mob, you don't think you're going to be a guy in your 60s with a band called Sex Mob.

But that's just the way it goes if you're lucky.

Bye.

Yeah.

That's important to point that out, Rich, because there's a large number of people that will live with the consequences of legislation like this, and it's not limited to employer.

But starting there, you certainly open up the possibility of forcing parties into multi-employer pension plans that on occasion have been known to carry with them the the specter of withdrawal liability if they're underfunded.

That can be a game-changing scenario in a negative way for any business from the standpoint of its contingent liability and exposure.

Beyond that, you look at scenarios where the parties are required to agree to language that bears no resemblance to other union contracts within the area or potentially within their industry or even within the employer itself if you're talking about an employer in multiple locations.

You have the risk of injecting a greater cultural rift when you're carving out a contract that doesn't even take into account how employees are treated at other locations.

You may also be looking at a situation where arguments or assumptions are put in force that represent an abnormally high economic package that could put the business at a competitive challenge.

What are some of the issues that you see with this that you think some people might be missing?