Countersignature Retirement Plan Made Easy

Countersignature retirement plan

[Music] okay good afternoon everyone how's everyone doing if you learned something okay just again when you reminder Phil : Public Safety two years here to help you out leave a little bit of the grief I've gotten from my co-workers today my office so don't understand anything still feel free call so pprs who are we you know what we do in essence things that happen so again 1968 is when we begin a state line program agent month will plan so each one of you each individual an employer is its own little public attention that's why each one of you to get your individual evaluations so it's not like a SRS or a lot of us are familiar with the state my plan this one's ready Bernie so it's amazing multiple plans so each one of you is your own little pension program and that's why you have your own experience studies that you receive each year so we cover we cover state agencies counties cities fire districts Indian tribes you know Public Safety type organization police fired Corrections we've got about 60,000 members in this plan 60,000 you know retired active make up this program about 250 employers throughout the great state of Arizona that we work with we had a big you're investing you know I mean not bad or not you know I'm not off the charts but five hundred and forty seven million dollars you know what that's not too bad our assets are up to about eleven point two billion dollars all administered by a staff and 55 so when you think about our ratio staff per member I think we're doing okay for the size of our organization you mentioned this earlier public safety membership working full-time involvement hazardous duty I'm an easy po certified police officer or firefighter you know again kudos to the individuals that conduct that pre-employment physical because I think it's huge if you were just over your disability session it really drives that a piece home establishing that you had something wrong with you prior so you can't use that again for another disability you know again demographics you're taking that new employee you're going to put them online and then you're going to follow up at this point in time with a piece of paper to our office and really the big thing about that piece of paper is email address obviously so we get all of them but beneficiaries you guys heard me earlier I've got a couple of words and I can share with you about beneficiaries I mean it's it's huge so we need that data from you guys so don't forget for correctional officer program you know hired full time 40 hours state correction state county city detention probation surveillance coming out of ALC other designated according to statute pre-employment medical which again is outstanding consistent we are now consistent after a statutory change that took effect 91 of last year where those members get that 90-day election not to have to bring up and you have to make by tomorrow because I'm doing favor in a moment so I really like the idea that at least the core program is kind of near krabi safety as far as how long public safety Tier one member was hired prior to one one and 12 the kind of different situation as far as some kind of usually going so I was hired prior to 720 of eleven 7.65 percent is the statutory rate for members to kick in I'm saying that because I'm pretty into a comfortable employers that maybe supplement some contributions believe it or not if I was hired after July 20 and then prior to one one of twelve eleven point six five percent okay contribution rates are a little bit higher from that small group of people but again I think it's necessary last time I did a research on the subject matter across the country the average public safety pension contribution is sixteen percent so if you look at me in seven six five employer contributions change to buy one of each year and again for each one of you as employers you know I get those phone calls periodically when it's an evaluation coming out trying to do some budgeting here trying to take care of business you know so those contribution rates change from the employers side seven to one each year we've got some tools on the website I just shared it with a fire district a couple days ago new the cumbersome activity of going through that evaluation trying to find it we've got a tool on our website and again anyone wants to reach out and ask me I'll show you where it is it's a heck of a lot easier it gives you a snapshot to your one tier two or three member employer it's a great tool on the website under the contribution section of the web so again you have all they're not I'll be over there tier two members hired between January 1 a twelve and two thirty of seventeen you know we're looking at about eleven point six five percent for that number that defying benefit who does be into that Social Security program if I'm not paying Social Security I'm looking at a hybrid plan 1165 plus three percent on the member side again they don't have Social Security so the vehicle is creating a couple extra bucks in your pocket upon separation you know to to kind of take the place of Social Security that expert evaluation as I said changes and again for tier two members based on data hire that employer might be looking at a four percent contribution and then over a period of time it will go down to three percent there again that's on our website it's all about data hire you mentioned this earlier to your three seven one seventeen does my employer do they not paying Social Security so that's what makes the determining factor here as far as that member making that DB DC or hybrid DC election and this is good for you guys to understand as well I don't know how in depth you go with your new hires but at least giving them a little bit of a snapshot of what their true choices might be could be helpful you know instead of assuming that they understand what's going on here yeah I'm preview at work with cops and firefighters my whole career and they're in the Academy the focus is on graduation they don't do it they don't care about retirement don't care about management they care about graduating so here's where you start getting a little bit crazy when we talk about contribution so that t remembered arguably the legislative change was basically to create some equity between the member and the employer so that defined benefits member the contribution rates for the member and the employer somewhat the same okay there's some minor deviations with that but arguably the intent is 50/50 kinda leveling the playing field again warm throughout the country is something that we've seen it's not porn okay it's just us trying to keep up with the times as well that hybrid plan we talked about that earlier you've got defined benefit upon retiring plus a bucket of money when you walk out the door or that straight DC and right now let's just say that DC contribution is about 9% for the number I mean you're the kind contribution plan given the nature of these occupations we recognize the fact that these are volatile jobs in a copper a firefighter I mean come on down so they have to make a premium payment as well as the employer for disability coverage and right now in the public safety plan is about 1.5 1% of every remember correctly okay so the employer again kind of matching that the difference with the employer contribution is going to be that legacy payment legacy and for the past paying for those tier 1 and tier 2 members so that's what kind of changes this a little bit so the contribution is the same plus legacy and then the employers can get in that disability contribution as well the statutory intent is that they're they're merely not for legacy court members you know once you're to hire you know one one of twelve through six thirty of eighteen because then as of seven want to be 18 we ran into some pension reform we got tier three and court defined contribution pretty much pulling me so those dispatchers versus non managers it's how the court was put together so dispatchers are keeping in about seven point nine six percent of what we call pensionable age and there again that's on the website it is gonna be a little bit different the public safety versus pork I've got some County people in here you know there is different definitions of pensionable salary between two yeah Public Safety looks at overtime what does not some that's that is huge non dispatchers are painted above me point 41 percent of their pension or wage there again you know we've got that employer contribution based on that evaluation yeah so tier 3 DC member defined contribution now as a 90-day window to make that irrevocable decision on the percentage of contributions so minimum 5 percent maximum IRS cover about 40 percent or the default at 7 if I'm an AOC member probation surveillance I can elect DV or DC you know and that's going to determine obviously what that contribution rate is as well those members also have a 90 day window to make that election again as a DC member in Corrections have a crazy job at times as well things happen inside those facilities they have disability coverage little bit cheaper clean my glasses on believe it or not Oh point seven I'm sorry yes so as an employer I'm kicking in nine percent maybe some legacy for tier 1 tier 2 and that additional contribution for disability coverage girls correctional officers pensionable compensation limits here in the great state of Arizona here a public safety member in tier 1 and tier 2 and you're making more than four twenty twenty two hundred and eighty five thousand dollars right show auntie here there someone's hitting that 285 benchmark right okay in the event that someone did at that point in time let's say they did that 285 benchmark in October they stopped making contributions for the balance of the calendar year if they're a DV member that continue to get credit for those months that they didn't pay into the plan because they exceeded that limit now if I'm a tier 3 member and that again as my because my PowerPoint illustrates that's basically an IRS regulation make those changes here okay as a tier 3 number the state sets that limit so as you can see right now it's at about a hundred and ten thousand dollars and it should be changing this year I reached out not know if it was in the room but I reached out there is Cindy so I reached out to a handful of employers in its statutory as to who in contact to look at salaries so we look all throughout the state small employers middle sized large employers look at salaries to determine what that salary rate is gonna be for the next three years so it is set to change this year in 2020 the Board of Trustees has to vote on they can't work again but that pressure was 110 a little bit easier to obtain I'm not gonna ask I have great need a one-member and I'm confident there's more but I was privy to one gentleman hits that benchmark roughly October and for the balance of the calendar year does not pay any attention program the member doesn't pay in when they hit that limit and the employer doesn't pay in you know so the question what about disability comes probably already paid for the year yeah they're good okay so just so you understand under our pension double limits and yet for public safety it does change at least for Tier three every three years so fell if they did that for three years oh that one time so I think the intent is trying to limit the payouts on let's just call it the the DB side right so hands up their gross income it's not right it's not the payout as the retirement pension no sir it's based on gross incomes micros is 109 no I just missed it yeah I mean for the whole year they hold 150 for five straight years exactly or if it changed because it gave changes every three halves of anything yeah you're right okay you probably already do that so in court well yes it's a great question on top my head no I mean it's all based on date a hundred when you're in the tiers so how it look if you saw you get grandfathered in [Music] oh you got me on that one if you want to follow up with me later it's a great question so first time I've heard that thank you pinch or Clark tier 1 tier 2 safe threshold according to the IRS but tier 3 again series pension reform 17,000 so if you're correctional officer or you uncovered under court and you hit that 70k and Appling type 2 the balance of calendar year 1 1 rolls around here we go you start paying anything hit the limit I mean this can go on so obviously these remember the member does accrue credit under the DB because it's a calculation they do okay you get service credit for the months if they don't make those contributions they're not losing great point it's your simplify three high five is limited you know based on that I don't get a chance yeah I was just wondering why I wasn't at the capital that day - construction want to get one set by the IRS together myself an estate in Arizona credited service I was on I was on board for a short period of time and I got hit with this one and this is another thing that I just go crazy with both of you guys and I'm really all over the members okay when I do never education I am hoping on those people to get outline because it's their pension okay you need to assume a little responsibility so I have worked with my employer for 20 years but within that 20-year benchmark I wasn't even though in for a period of time a couple pay periods here couple papers there I was naughty they said stay home for stay home for two weeks and we'll see you later you know when we go to calculate a benefit it's based on the credited service credited services earned while you're making copper ujin's so there again the member needs to go and look at their records and double-check if they're missing any time let's have that conversation today not on the birth of what I'm getting ready to go because what we're asking our local court secretaries to do and then again I'm going to I'm going to bet you guys like there's no tomorrow we're asking the local board secretary talk eyeball twenty years worth of bi-weekly contributions and try to find again okay Oh your phone rang Oh someone came into your office a co-worker fella called you know I mean those are one of those things that you need and a lot of just time to have no interruptions to eyeball twenty years worth of bi-weekly contributions to try to find that one paper that is no contribution because that that members going to be a little upset with you and what do you mean I don't have 20 years of credited service and again I truly believe that it's their pension it's their obligation but you know what that's going to take time for us to really educate people to get out of line you guys help of course you can push your members to get out on the website push them to do things that they need to do is their pension we're always going to help over to do the best we can I'm pushing for a tool that would be made available to local board secretaries to look up that that service and identify time that's missing okay it's we can do this and we need to share with you guys were just not there yet maybe your life easier okay so credit services here they might they might have enough time to retire twenty years of service but when you go to calculate the benefit they don't have 20 years of credited therefore their benefits can be ding reduced less money because they service you can you're not making contributions for know what once you're into one tier two tier three based on data higher you're in okay but leave without paying it is used it's a negative net calculation and correct me if I'm wrong members they don't buy airtime yeah yeah you can't just buy a leave of absence you know I was naughty my employer gave you 30 days off no hey can i buy that time no there's no other produce states in the country that ended in any that allow members to purchase time that this state is not okay get a question no you're thinking about okay I was a member of Public Safety in the past I only put in a couple years any left I pulled my money on I'm not vested I find myself back in the plan I can buy that time back you know it again kick tires I'm always encouraging numbers I don't know your finances in a 1 million finances you know don't tell me on the 20 area 487 figure it out so we have tools online your members can look at service purchases what's it gonna cost me it's a rough idea it's pretty damn close but it gets the wheels spinning a little bit maybe I was in the military where I was a public safe you know I can buy that time back you know let's do so many parties let's let's look at some numbers is it advantageous you know maybe I was in a different state you know I came from Minnesota to have a public pension plan there can i buy that Minnesota time I can't because we had a couple years once I qualify for a benefit I don't think I can buy that time so again great questions a lot of good information on the website you know let's encourage people to take care of business total maximum or the curve fryer they had 5 years when and in Iowa I think they can cuz it's separate Clancy's me so you need i okay yeah cheaper year too yeah I think again in the logic behind this and again I'm not yet around this but I've heard I just haven't done my due diligence than to go through that so I'm at 18 and I buy in 20 that's gonna be expensive because I'm buying my pension once I get the 22 I look at buying time could be a little bit less okay but I'm not the expert on that again I've heard from members that are telling me things and yes best answer I got three in retirement Tier one qualifiers public safety Tier one member 20 years of service what do you know no age by qualified okay again calculations would be based on that credited service form of early retirement of Jewish 62 and 15 okay again trying to maintain this plan when you look at the majority of our members currently being in Tier one the sustainability of twenty no I started at 24 I retire at 40 for a guy at 84 oh and by the way my spouse collects a benefit for the rest of their life as well sustainability huge okay is that why we're we'll wrap potentially because 20 and out any age weren't part of these people again I respect the heck some firefighters sustained a plan this way that's why you see little bit of change in to dramatic change in tier 3 about sustainability average monthly benefit calculated on high 336 consecutive months within that 20-year period never does not get to cherry-pick two months 36 consecutive months so there again why should I be in the website looking at my salary looking at my benefit plan in my future a new sick and vacation time is not used in the calculation of a benefit it's not it's not a pensionable age so I can't use that despite my eye cream okay calculation basically we're looking at 2.5 multiplier for the first 20 years why do 20 years 50 percent of my eye 3 then we get into a little bit of a creative multiplier from here 22 24 11 a 2% multiplier then once I get 25 years of service all my years of service rep at 2.5% so at 20 years I'm looking at 50% but if I hang on for five more years I'm okay firefighters were nice to meet with the cops serious foot again it's a statement plan you have to do some things differently it is what it is I'm a survivor benefit another great benefit that this planet offers really report number or a public safety memory as a net as a retired member I've been married for at least two years as a retiree I died my spouse keys 80% of my benefit for the rest of their life it's not an election it's automatic so that costs the planet public as well again I think the vast majority of us in the room right now are covered by ASRs as an example I go to provide a survivor benefit to my spouse it's an actuarial reduction I have discounted my benefit to leave money for someone else here in public safety in court is a free automatic survivor benefit to that surviving sponsor so I could have been single when I retired show me there after I get married I died five years later because I've been married for two years as a retiree my spouse will collect okay question yes sir is everything married two years for a time limit for that two consecutive years on retirement in consecutive years to FERS retirement option drop your middle name for public safety okay what is this drop I hit that 20-year benchmark and here's a president service if I remember correctly and I can say you know what I'm going to continue to work but that X number of dollars a month and I'm eligible to receive today I want to throw in a deferred retirement account okay drop is voluntary if it's your revocable okay pretty clear about that anyway since day one once the member goes in to drop nowadays because I know we had some issues a couple years back just I just got that cleaned up last year no one's making contributions on the member in the drop no remember no employer contributions remember is still working they can look at their drop account you can see their money's being deposited today retire let's say they did 20 in five years drop so arguably they're 25 years working with your organization benefits going to be based on 20 years they keep that monthly benefit plus they walk out the door with a nice chunk of change now I counter to that and again when I do remember education I'm gonna be I'm just gonna throw throw it out there what if I don't drop you know there's pros and cons and I just want people to make informed decisions and I want people to understand that wait a minute I don't drop I get sixty two and a half percent for the rest of my life plus a higher survivor benefit you know but I'm giving up a nice chunk of money walking out the door pros and cons you can't have your cake and eat it too okay so members need to make that choice and that was one of the things that I learned early on here is talking to some people it's like well you're kind of silly if you don't drop I'm gonna live to be a hundred and eighteen the math doesn't work in here you know so again personal choice side with one gentleman up in together he was happier neck that I went down that path because he was just kept down here you got a drop you got a drop you got a drop he's like no I want to leave a higher survivor benefit for my wife you know and so he came up and thanked me for that because no one's ever said it before so again personal choice members make that decision but I really would encourage people to do their homework yes so if I do if they do enter the drop but after their five years decide not to take any lump sum but they still get the succeed whatever percentage know how the best of my life because they drew the line in the sand and they said I'm done because it's kiddin contribute you know so UK your membership in s and stop you know it is what it is I would agree with that I would say that in the event the number goes beyond the five-year benchmark and I remember correctly pretty rare because you kind of told your employer I'm checking on at five what I understand is the cops were more than more likely to not do the full five but the firefighters do okay that's what we see I choose to hang up after my players gonna allow me to do that you don't get to interest on that drop account it's all while we're holding on to the money he's gaining interest as well so it's not a bad deal so when they terminate to get a lump sum distribution in their nation sees them to start earning their pension [Music] but they are not able to my local board has to have discussion with the member and then let us know if they're going to allow that member to stadium or it's not up to us that's not up to member we recommend that they put it in writing a little or the employer if they're gonna do that should not happen to me like I can see you guys are got more questions for us but if you did that all your teachers that you were to drop you do right lose the interest that you don't lose that lump Assam which is your monthly benefit that's been sitting there and accruing that interest do you get your monthly benefit times sixteen but not the interest on everything so then your monthly benefit amount you might have let me go to the interest that's a number I can recall when at fifty thousand dollars you think about that drop fee note of balance the very bottom that's part of the total you're not going to get that fifty thousand but you're gonna get your monthly benefit times 60 it's your sitting it something out of it you just it just says my statutory returns or not yeah so seven I mean you're looking at seven point three percent without mounted for 60 months that could be able to change something new that was brought up at the morning session is keeping the money with Public Safety you know we're honestly making a push to encourage members to not necessarily rule that drop money into another account keeping it with us and I think the big biggest thing that I would offer you is the fees so based on our based our current balance that we have in that drop account our fees have been dropped down 2.5 one percent raise the national average when investing money having someone manage your money is about one point six three so depending on how much dough we're talking about you know that can amount to be a couple bucks you don't have to move the money out you can let it sit let it ride you know investment vehicles across the border identical you know when it's stocks bonds large-cap mid-cap small cap everyone in that's the same way the question is who's charging me what to invest my money and just trying to encourage members not my employer offers our 457 I've got money there as well you can take that money and roll it into that nationwide public safety 401 as well and again lower fees that's what we're offering you we're not in the business of making money here we're in the business of helping our people serving those who serve others got great financial people in our organization they do a great job for us money management public safety defer Tier one I've got ten years of service in the planet I'm done being a cop or a firefighter is that your what never ten years private sector knocks on my door they want to double my income okay I'm audio I can leave my money with Public Safety I can let it ride for a period of time or I can pull it up there I want is that's my choice but I can let it ride and I can later on tonight okay I just doubled my income I don't really need to go right now but this annuity is an annuity it's not a pension so there's no increases there's no healthcare subsidies and there's no automatic survivor benefits but again do I need to make a decision when I walk out the door no you can let it ride until you figure something else why not so again just emphasizing the fact that we don't have to hurry up and do things tier two members as far as the calculation goes again now we've been ages 52 and a half first eligible for a tier 2 public safety to start collecting that benefit 25 years of service no penalty because that's that's kind of to top into this thing for the 2.5 multiplier or 15 years of service again 52 and a half graded multiplier and that formula my first 10 years of this you know my my 10 through 12 is that 13 through 15 is this graded multiplier members using the website they're looking at the numbers it's gonna give that number but it is grading that one is no reduction as well we're looking at a high five 60 consecutive months which at salary is the highest hybrid on one of those tier two hybrid members where I've got it as a defined benefit and a defined contribution that defined contribution account that's at 10% per year or 10 years fully vested okay besting employee and employer contributions when I walk out the door so two buckets of money plus my lifetime mention that's a hybrid yes so there's no incentive for tier two members worked past 25 years of service it's call it healthcare so there is incentive they can continue to get that 2.5 multiplier until roughly 32 years of service benefit caps out at 80 percent so there is but healthcare is the big one I hate to say it out loud but I'm going because that's just who I am I got divorced and I don't want my ex to get my dough so I'm gonna work longer sorry to say but you know what I've been working doing this job a long time I've heard that comment before it is what it is yes yes yeah it's all about credited service tier two tier two deferral I started at 25 I hit my 25 at age 50 I'm done I've hit the wall that's 25 years of public safety work I've done keep your money on account wait two and a half years but that is that's the deferral we've got the service requirement you just don't have an age requirement let the money or I fifty two and a half tap into the benefit you do get health care subsidies you did increases you do get the out of Survivor so just put a little bit of a difference between form of deferral tier 1 versus tier 2 and all this information is on the website in the handbook on the website be patient witness will get their calculation again 25 years of services that you point my multiplier in anything beyond I thought this was greater to going to see how here's a service at 2.5% okay just so we understand that if I don't have that 25 years of credited service and I leave because I'm fifty two and a half you know I'm even a little bit early because I don't have 25 you're gonna see an actuarial reduction of about four percent per year so the benefit is reduced okay so we just again website because we make the important decisions based on finances take a step backwards Tier one if you're pretty to do with Tier one remember check known at 24 ten maybe you want to say you realize if you work two more months young you're gonna get IRA multiplier so maybe get online and look at the difference between the two because it's for the rest of your life as well as it has an impact on that survivor benefit so I'm very clear tonight again no people up there thinking about leaving prior to that 25 they're knocking on the door stand in your hip order for two months into the 25 years you can get a higher benefit for the rest of your life vesting 2 3 15 years of service but here's where we start seeing age 55 thing we heard this morning from Doug and I Han that the conversation was maybe dropping that down to 54 okay proposed legislation don't know what's gonna happen with it mark is saying but you know this is where we're solidly getting some some age requirements 15 years of credited service 52 and a half I can leave early but my benefits gonna be reduced because I didn't hit that 55 years or 55 a benchmark high five again 60 consecutive months maximum the equivalent of 32 years 80% auto survivor benefit so all all pulling safety plans to one tier two tier three auto survival benefit for my surviving spouse if I've been married for at least two years as a retiree surviving spouses are going to get that 80 percent of a members benefit for the rest of their life Hecate Minnesota's killing yeah yeah and again I think I understand the logic I mean years ago you know dependent was the term that was used and I think we've kind of matured my contribution tiers three public safety employer contributions best at ten percent per year again fully vested at that ten-year benchmark they have access to duty disability and killed in action again they paid that premium as a defined contribution member to get that that duty duty only no ordinary and again I can determine as a DC member how do I want this money you know who I wanted to new ties it do I want to take it out the door with me and all I'll figure it out very well by that big buck I've always wanted figure it out from there but you know again that's nothing gets easy plans that's what I like about the pension maybe it's my mentality I know that money is always going to be there I can't help live it counterparts in the private sector are nervous as heck about DC plans because they are not living them that's like people are working longer when the market did what it did you know roughly ten years ago we really fret about it you sit back and think about her pension so it really doesn't impact me okay and I had nothing but a defined contribution account the market did what it did ten years ago we would have been really upset so that's just how it is I'm Clark Tier one little baby eighteen years of service equal eight points again they qualify for a full and reduce benefit ten years of service age sixty two is going to be reduced twenty years of service or twenty five in the dispatcher any age again reduce so it's just trying to figure out that sweet spot in your career where you're at again encouraging members and I've heard that trying to encourage members to get online and have it talking they're all the same team members but you know what they have the tools they were there they should use them take advantage of it now we get into that rule a baby hired prior to August 9 of Oh 1 versus after August 9 ball 1 so a nice little statutory change there so prior to August 9 fo 1 it's a it's a 2.5 multiply them okay so each year of service 2.5 percent 25 years 30 years of service is going to be 75 percent of my high 3 in this one okay automatic survivor benefit here we go be consistent once again offering that auto survivor benefit that surviving spouse of 80 percent of the members benefit higher after August 9 now you look at it graded yeah for the first for the first 20 years it's 2.5 kind of like tier 1 public safety the first 20 years 2.5 multiplier 22 24 11 2% but then once I get that 25 years all my years of service are at 2.5% so what we're trying to do is just educate members so they understand what their options are and again maybe trying to push the belongs to work a little bit longer what majority of our folks going to I'm a retired other goodies re-entering the labor market why health care we all know it that's quite a lot of us sir tier 2 10 years a service in 1862 25 years of service at 52 and a half 2.5 multiplier again max is going to be 32 years or 18 percent we got that high five auto survivor benefit you'll see tier three because again that's the only Athenian court that has that traditional pension are the AOC preparations or the other people so when I say creative multiplier that's what I mean it's not like years of service it's not a planet 2.5 across the board it's when I get certain Benson benchmarks and service I started seeing changes in the benefits so I mean longer I work the higher the multiplier is kind of a simple concept benefits for working longer automatic survivor benefit as I've been saying pretty much all day oh so let let's so apply for a benefit keep it simple and sorry again the members gonna come to the conclusion what they want there then even have that meeting with the local board secretary to get the paperwork done local boys in Kentucky hearing important to submit that paperwork for public safety by the 10th please work earlier and they said this morning not the problem with dignity came word in early rightfully I think some of our people in the organization would rather have it that way I'm always encouraging a member to think about one at the end of the round why deliver the month because the benefit effective date is the first of the month following my talk from the member a couple days ago February 4th February before what's the significance of that well it's just a date on the calendar like okay you terminate February for your benefit effective date is March 1 you don't get paid until March 30th you're going a long time with no income okay just trying to help out as best I can you know so do are we counsellors are we you know should we be relied upon to that degree personal choice everyone okay you have access to some information you have access to knowledge how far do I want to go of this to share it you get it out of it's in the handbook that industry yeah question Beth because if you had retired marking you recommend a different way now get there oh yes yes you're retiring March what I recommend people work out I would you yeah we're on board with that my friend I think we'd rather get to have done an on board then have to wait until we get the contract I do apologize see these are my speed out for Sunday so again I apologize I said a very that too much of a storyteller I just take one sometimes um if anyone's interested in having us come home and do some ever education to reach out to them okay I look at having minimums about 20 people in the room we've got a couple people in here that regarding deaf programs work so if we're talking melissa of sonia we go down there and let's fire so what I was getting there until this event wrapped up but now that I got some are claiming psych them yeah we're gonna time Cooper education as well take care everyone thank you very much out great [Applause]