Sure, yeah

... you know, Sean has, as usual, did a great job of summarizing it, but I think, you know, what's critical here is just how bad this investigation was.

And I mean, Sean, uh, you know, I guess, uh, one of the things I picked up when I, when I read it again this morning is it lo- sounds like it was a day shift supervisor who went to the operations manager and said, "Hey, Mr. Wilshire is doing this." Uh, what I thought was interesting is in the judgment, they comment that this, um, operations manager, uh, commented or acknowledged that he didn't have a good relationship with Mr.

Wilshire, so already had a bit of a bias.

But then as you said, Sean, he, when he's told about this, what does he do? He starts digging.

He digs up Mr. Wilshire's, you know, all the pay sheets from the last six years, I think it is, and then they bring Mr., Mr. Wilshire into a room.

The judge described this as an ambush and an interrogation.

... any thoughts on, uh, Wallace and 14 months of additional, uh, uh, notice?

Because if you're on a month to month or quarterly, your annual subscription, right and things take longer then you know that's you know another payment comes through during that that set time frame but then also subscription tiers right it's like hey we thought x amount was in controversy but really it's y amount so your monthly subscription goes up you know or you know goes down right based on preset pricing limits that we've already have that might be already in our engagement agreement right so what have you been thinking about in terms of not just value based and flat fee pricing but also subscriptions

Yeah, I feel like I'm coming on and this is almost like a self-help for me.

So you're going to tell me how to do this.

Because one thing we have done for litigation is, because it's impossible to scope out and price a full litigation matter, at least in my mind, from start to potentially end of trial or appeal.

But we have been doing phase-based fixed fees.

So I'll give you an example.

And this has actually worked quite well.

So Stuart, just wrapping up here, any sort of concluding thoughts you have and then tell folks where they could find, follow and reach out and hire if they need help with employment law in Canada.