1-29-25 - 6am - Fork in the Road

Episode Transcript

Speaker 1 (00:01):
Hey, Mike, I only listen to talk radio, so maybe
I missed something here. But there's an iHeart relief concert
for LA Was there an iHeart relief concert for Hurricane
Was it Helene victims there in the Carolinas?

Speaker 2 (00:18):
Just wondering? Thank you? I don't know. I was too
busy last night taking the iHeart FCC and eaes and
whatever else. It is tests that we have to take
every day or every every year. And you know this
time dragging that tells you right up front that the
approximate time to complete that is forty eight minutes. And

(00:42):
it's exactly the same thing that year after year after year.
I mean for eighteen years now, I've been taking the
same damn examination. And so the key to it is you,
because you like on the EAES, you have to sometimes

(01:02):
listen to the EAS alert so you know what it
sounds like is if we've never heard it before in
our lives.

Speaker 3 (01:08):
Right.

Speaker 4 (01:08):
I love how they do like three different sounds, and.

Speaker 2 (01:11):
There are three different sounds you choose from ones like
a phone ringing or something, ones like a fire truck
or whatever. And so you but but then and I
every year I think I answer this question wrong, which
led me to believe I could answer all the questions
wrong and still pass, and still pass. And the question

(01:31):
is what is the fine for a misuse of the
eas alert tone? And I always check. I think one
hundred thousand dollars, because that's just a that's a nice
round figure. This sounds like that's what it would be. Well, no,
i've and now I know it's like thirty five or
thirty seven thousand dollars. I don't know what it is.
But I noticed that I clicked it wrong. I mean,

(01:54):
you click what you the answer is, you submit your answer,
and then you know, pop up shows up that says
incorrect the proper answer is. And I went, okay, well
you know, if you I don't really care, and moved on.

Speaker 4 (02:08):
Yeah, because it's coming from our pocket if it happens right.

Speaker 2 (02:13):
And then I went back and did the question because
you can, you know, you can go back and try
again if you want to, but you can just go forward.
But I decided to go back. I answered it incorrectly,
and then I answered the tone thing incorrectly and nothing.

Speaker 4 (02:29):
Same thing is the same thing correct, and moved on.

Speaker 2 (02:31):
Right, and so just move on. So I don't even
know why I had my AirPod in to even listen
because I was actually watching television, and just you know,
it actually took me more than the forty four forty
eight minutes whatever it was, because I'd be watching television
and look down and realized, oh, I haven't clicked next.
I've done, I haven't clicked next yet. So then I

(02:52):
clicked next and move on. So for all of you
out there who are having trouble finding the little red
microphone or the white microphone or whatever it is, uh,
you know, well, guess what, we don't care because it's
not our department, and us as bureaucrats would like to say,
it's not my job, not my job.

Speaker 4 (03:11):
It is pretty annoying with these tests that we have
to do every year and the multiples of them, the
fact that you know, if you've got two screens, you
can put the test up on one screen and you
can like work on the other. But if you click
out of the dialogue boxes for the test, yes, the
audio stops. The testing stops. It's like, no, right, I
get multitask, Let me multitask.

Speaker 2 (03:32):
Right, Because I did that last night too, because I
saw that, you know, I saw my laptop that oh
I got I had some emails come in, so I
click on the you know, pull the email up. Everything stops.

Speaker 4 (03:42):
Yeah, that's a annoying so annoying. And what I found
annoying too is when we got this email last night.
It says, this is to remind you that the EASFCC
compliance training is due February eleventh. This is a reminder.

Speaker 2 (03:59):
That was the first because when I read the email
last night too, I also thought, oh, I must have
missed the reminder, so I might as well go ahead
and do it right now, because I thought, well, you know,
you know, because because the next email, it comes out
comes from within this building. It says, here are the
follow You know, they try to they try to guilt
you into doing it right here are you here? Are

(04:22):
you juvenile delinquents? They haven't done it yet. Uh. And
and then with respect to the the the high iHeart
raising money for I better be careful here raising money
for all of the people in Pacific Palisades or Hollywood
or California. Of course they're going to do that. Do

(04:42):
you think that Iheart's going to go do the same
thing in North Carolina? Huh? Do you really? Well?

Speaker 4 (04:53):
I just look at sheer numbers of people who are affected.
One of them is slightly bigger than the other. I'm
not saying that both groups of people weren't affected. And
you know, if there's a tragedy on both ends one,
keep keep going, keme on, keep going. Yeah, I want
to hear this rationalization. Yeah, we're good. I'm rationalizing for iHeart.

(05:15):
I don't have to. I'm just saying, I know.

Speaker 2 (05:17):
I'm just I'm waiting for you to kind of peter
out where your rationalization.

Speaker 4 (05:21):
We've already, okay, just looking on the scale.

Speaker 2 (05:29):
Yesterday, the acting head of the Office of Personnel Management
United States Office of Personnel Management sent out a memorandum
guidance regarding deferred Resignation program. Pursuing to it. Now, I'm
going to be reading a little bit here, but I'll
try to make it a little interesting because I don't

(05:51):
like it when people just read on the radio. But
I want you to hear this memo. This went to everyone,
I think, with the exception of the military, I think
this went to anybody that works other than DLD. This
went to everyone pursuing to its authority under five US

(06:12):
Code Section eleven three A one and A five. The
US Office of Personnel Management OPM is providing guidance to
agencies regarding OPM's government wide deferred resignation program. This program
provides employees with an option to submit a deferred resignation

(06:34):
letter with your resignation effective on September thirty, it's tomorrow,
twenty twenty five. Deferred resignation exempts those employees who choose
it from return to office requirements. Employees who accept deferred
resignation should promptly have their duties reassigned or eliminated and

(06:57):
be placed on paid administrative leave until the end of
the deferred resignation period, generally September thirty, twenty twenty five,
unless the employee has elected another earlier resignation date, unless
the agency had determined that it is necessary for the
employee to be actively engaged in transitioning job duties, in

(07:19):
which case employees should be placed on administrative leave as
soon as those duties are transitioned. In addition, each week
no later than five pm through September thirty, twenty twenty five,
agencies should email to an email address the following information,

(07:40):
and they list five things here on the first page,
the number of employees who've offered the resignation, the number
of agency employees who are part of the deferred resignation
program that are put on administrative leave, the number of
agency employees who've applied for early and normal retirement since
January twenty seven, the number of eight SEE employees who
have actually resigned, and whether or I've actually accepted the

(08:04):
deferred resignation or not, and the number of employees who
have sought to recind their resignations, and the status of
all of those requests UH the email or the memo continues.
Attached as Appendix A, are are the facts regarding OPM's

(08:25):
deferred resignation program. Now, what's going on here. What they're
doing is they are offering you have to come back
to the office, you have to go to work, and
if you choose not to go to work, we will
accept a deferred resignation. You have deferred to come back

(08:47):
to work, and in exchange for that, you're now offering
your resignation. So here are a couple of the faus
the facts. Why is the federal government offering deferred resignation
to fed to the federal workforce? The federal workforce is
expected to undergo significant near term changes. As a result

(09:07):
of these changes and uncertainty, or for other reasons, some
employees may just wish to depart the federal government on
terms that provide them with sufficient time and economic security
to plan for their future. What happens if employees do
not respond to the email or accept deferred resignation. Answer? Nothing.

(09:29):
Employees have no obligation respond to the email. Accepting deferred
resignation is employees' sole discretion. It is complete excuse me,
and is completely voluntary. Next question for employees who become
eligible for earlier normal retirement during this deferred resignation period

(09:52):
and will they be able to accept deferred resignation and
still accept early normal retirement during the deferred resignation period. Answer,
of course is yes. You will continue to accrue retirement
benefits during the deferred resignation period. Should employees to elect
to retire early or normal before their final resignation date,
the retirement election will override the deferred resignation. Let's see

(10:17):
this is a good one. If an employee decides after
February six that they would like to resign under the
terms offered back in January twenty eight, the deferred resignation
letter will they be allowed to do so. And the
answer to that is deferred resignations will generally not be
available to those resign after February sixth, twenty twenty five,

(10:40):
although there are certain exceptions which they go on to
describe what's going on here. Return to the office, and
if you don't return to the office through September thirty,
that's fine, as long as you resign by February throwing

(11:04):
the hammer down. You've got to go back to the office.
And if you choose not to go back to the
office come February sixth, you will be terminated. But you
can elect to defer your resignation by returning to the office,
or if you choose not to, well in February sixth,
you know you're going to be well, You're going to

(11:24):
be done now. There will be a lot of lawsuits
about this, and it may be that a judge temporary
temporarily enjoins o PM from enforcing this. It may be
that some judge somewhere temporarily enjoins the federal government even

(11:46):
from even requiring them to return to the workforce, I
mean to the workplace. But that's fine litigated. But what's
happened here is Trump once again has said, as I promised,
I'm going to tell these employees, we got all this
empty office space. I think it's better that people work

(12:09):
in their offices, something that I happen to agree with.
You know, we we have sort of we have an iHeart,
somewhat of a hybrid situation where you can work part
time in your home, but you also have to add
a certain number of hours and a certain number of
days you have to be in the office because there
are things that there's no reason to do. You know,

(12:31):
teams zoom, they're not very effective.

Speaker 3 (12:35):
Uh.

Speaker 2 (12:36):
You know, people sit and you know they if you're tuban,
you might be tuban during the teams meeting and it's
not it's just not right. So and if you don't
know what tuba during a team's meeting is, then you're
you're not paying attention.

Speaker 4 (12:50):
They will get you into a sticky situation.

Speaker 2 (12:52):
It will get you into a sticky situation. Well that
that depends on whether you're male or female. You know,
you know, well, I guess you do it. It could
be sticky. Yeah, I guess it could be. But I
have zero problem with this. And I think the fact
that collaboration teamwork, being able to you know, for for

(13:16):
managers to be able to properly manage people. I do
believe that most of the time, not I don't think
all the time, but I think most of the time
you need to be in the office. And there are
some government jobs where you really need to be in
an office to do it because you can't. For example,

(13:37):
there were there were many times. Now, of course I'm
at a management level, so it would make any difference,
but there would be many times when I would need
to have a top secret conversation, or I would need
to read documents. Uh, And sometimes my office acted as
a skiff so that they could shut everything down, lock

(13:58):
my doors, and I could do things in mile US.
But there would be times when I would need to
have a teleconference, a what we would today call a
zoom meeting with somebody at the CIA or the White
House Situation Room or someplace else, and so I would
need to go down to a skiff, a special departmentalized
information room where I could log on and I could

(14:22):
see the people in the White House Situation Room or
out at Langley or wherever they might be, or they
might be in Timbuck too. They might be in cobble
or somewhere, and I would need to be in the
office to be able to do that. So this whole
of offering these buyouts and these deferred resignations, it's going
to be challenge, There's no question in my mind somebody

(14:43):
will challenge it. But it's the beginning. It's the change
in the culture, and it's him marking it's it's it's
he's marking his territory and I and I think that's
great and out we'll go through the process that you know,
same thing here, not here, but someplace in other workplaces,

(15:07):
you suddenly change everything. I've got a contract, so my dispute,
if there's a dispute over my contract, we go to arbitration.
But if it didn't have an arbitration clause in it,
well we'd be going to probably federal district court or
state court to you know, just determine what the outcome
of our contract dispute might be. That's kind of what's

(15:27):
going on at the federal level. And I have absolutely
zero problem with that, and in fact, I would say
it's a damn fine thing that's happening. This is addressed
yesterday in a exchange with Caroline Levett, the new Press Secretary, who,

(15:52):
by the way, I might add, did a bang up job.
And you'll hear more of that in just a minute.

Speaker 4 (15:56):
And all what.

Speaker 5 (15:56):
Happened on Friday night the administration fires several Inspires General
without giving Congress the thirty day legally required notification that
they were being fired.

Speaker 2 (16:05):
I think only two were left.

Speaker 5 (16:07):
DHS and the DOJ. And then yesterday we saw several
prosecutors that lived twelve fire from the Justice Department who
worked on the investigations into the president. As you know,
they are career prosecutors. Therefore they are afforded civil service
for protections. How is the administration deciding which laws to
follow and which ones to ignore?

Speaker 6 (16:27):
So it is the belief of this White House, in
the White House Council's Office, that the President was within
his executive authority to do that. He is the executive
of the executive branch, and therefore he has the power
to fire anyone within the executive branch that he wishes to.
There's also a case that went before the Supreme Court
in twenty twenty, Scala Law llc. Versus the Customs the

(16:50):
Bureau Protection. I would advise you to look at that case,
and that's the legality that this White House was wrestling.

Speaker 5 (16:55):
So you're confident that if they bring lawsuits against you
prosecutors who were.

Speaker 2 (16:58):
Fired, that they will we will win. Yeah, we'll go
to court. We'll go to court. Now, she you know
what's fascinating about that particular exchange. She did all of
that without a notebook. She didn't have anything in front
of her. Her binders were in her head. Her answers

(17:21):
are in her head. So unlike Kream Abdul Jabbar, who
anytime she was asked a question had to look down
at the podium and figure out, Oh, let's see, I
need to go to tab twelve B seven because that
answer is there, and then I can read off the answer. No,
this one did not do it. So the case, the

(17:42):
case that she's referring to is Celah Law versus CFPB,
and there are a couple of points. John Roberts wrote
the majority notes that the president's executive power generally includes
the power to supervise and, if necessary, move those who
actually size the president's authority on his behalf. Now, the

(18:03):
case involved whether or not the Consumer Financial Protection Bureau
the Brainchhald Elizabeth Warren and created to be completely independent
from the popular elective branches of Congress and even from
the President, violated the constitution separation of powers. Justice Roberts
ruled that its structure did violate the Constitution, not in
terms of the funding scheme to insulate CFPB from Congress,

(18:27):
which I personally consider to be unconstitutional, but in terms
of the protections for the director. In our constitutional system,
the executive power belongs to the president, and that power
generally includes the ability to supervise and remove the agents
who wield executive power in his stead. While we have

(18:47):
previously upheld limits on the president's removal authority in certain contexts,
we declined to do so when.

Speaker 7 (18:55):
Hey, Michael, I'm going to disagree with you on that.
As are in a federal worker employee OPM guidelines state
that you come into the office twice per pay period,
and we've been doing that during his first reelection during
COVID when when they told us to come back in

(19:16):
the office. So, pooh pooh on you that you agree
with this executive order from Trump.

Speaker 4 (19:24):
Poop poo are you, Michael?

Speaker 2 (19:26):
Well, okay, then I guess I'm done for the day.
You know what, I guess we have to disagree because
I think you got to be in the in the
office five days a week. Yeah, COVID has been over
for quite a while, and I think that there are
many positions that require you to be in the office

(19:47):
five days a week. And you already have. You have
an average salary that it is great. Now, yours in
particular may not be, but the average federal workers salary
is greater than the average private sector salary. You get
significantly better benefits, and I know for a fact because
I was a beneficiary of those benefits for a while

(20:09):
than people do in the private sector. And third, you
need to learn to live in the real world. If
this is what the boss wants, then that's what the
boss gets. And if you're not willing to do what
the boss wants, then you're out of here. And here
the boss wants you five days a week. Plus we

(20:30):
also need to reduce Now, maybe you're one of these people,
maybe you're not one of these people, but I think
we have too many people in the federal workforce, too many,
and this is a way to speed up that attrition.
You know, this company that I work for right here,

(20:50):
a publicly traded company is constantly trying to find ways
to be more cost effective, to have more cost savings,
and it goes goes through almost on it's almost, you know,
an annual thing. They go through a round of layoffs.
The federal government never does that, never, And if we're

(21:12):
ever going to reduce the size of the federal workforce,
some people are going to have to lose their jobs,
and some people are going to have to learn that, oh,
if I want to keep my job, that I don't
have to do what the boss asks, and that means
I'm going to have to maybe do more work than
I was originally intended to do. You know, we have

(21:32):
you know, we have people like Dragon who are producers
or executive producers and they do Like Dragon's the producer
of the executive producer of the show. He also operates
as the board op. And because we have a limited
number of producers and board ops, he does different jobs
and he does that because that's what the company requires.

(21:53):
We can bitch and moan all we want to, but
we're subject to the realities of an economy and you're not.
You're not subject to the reality of the economy or not.
And I don't know how long you've been a federal worker,
but you've probably been a federal worker long enough that
you have become so insulated from what the real world

(22:15):
is like that you don't realize how good you have it.
And we have got to reduce the number of employees
that we have at the federal level. So I mean,
sucks to be you, but you know what the real
world is. Sometimes feces happens, and the boss says, we

(22:40):
got to cut costs, and we do have to cut
costs in this country. We've got a you know, a
thirty nine to forty trillion dollar debt. We've got, you know,
a budget deficit that is out the wazoo. And one
way you reduce costs is you reduce your human capital
and you ask that huge capital take on additional responsibilities.

(23:03):
And I find it astonishing. Actually I don't find it astonishing.
I find you as a great example of an individual
who is so insulated from what it's like in the
private sector that you're just like, oh, I disagree with you.
Might go and pool on you, because you know what,
I have to come into the office two days every
X number of pay periods or something. Well, whoop poop

(23:25):
de doo. Now that boss wants you in the office
five days a week, and I know that living in DC.
You know the other thing.

Speaker 3 (23:33):
Here's it.

Speaker 2 (23:35):
Other people are not federal employees. May not realize this,
but let's say that you're a federal worker inside the
District of Columbia. You work in one of the buildings
inside the inside the Beltway. Well, uh, you may not
like to drive in, but you may drive into a
place where the metro starts and they provide you. Tax

(24:00):
I provide you all Dragon provides you. Everybody else provides
you transit cards, so you can ride the metro into
d C. Now, if you work out here at the
Federal Center, which I assume you probably do since you
called in, or you have to talk back unless you
just happen to be listening to me in DC. If

(24:20):
you work out here at the Federal Center, you need
to go back to work too. You need to go
deal with the twenty five and the seventeen, the two
two five, You need to go deal with all the
traffic like the regular workers do. Just because you work
for the federal government doesn't make you some special human
being that gets all these special perks. I it's time

(24:41):
to rein it in. And I know that sounds harsh,
but I guarande amn to you that all of the
non federal workers that are listening to my rent right
now are probably singing the Hallelujah chorus because they know
what it's like in the private sector where they don't

(25:01):
have job security. They know that at any moment, the
boss or the company could decide that, hey, we got
to reduce our costs because everything's so expensive. We got
to figure out a way to keep our profit margins
the way they are. So you're out of here, and
let's get back to the reality too, and that is
the President of the United States, as the chief executive

(25:23):
officer of the executive branch of the United States government,
has the power to set the working conditions. Now, you
can go you and your union can go fight those
working conditions, but ultimately the president has the power to
set those I'm I'm I was. You know, I forget
how many bargaining units I had to deal with in

(25:45):
FEMA and at DHS, but it was it was more
than six. I think it may have been close to
a dozen, but I know it was more than six,
six different unions, all of which wanted to have different
types of working conditions, all of which wanted to have
different types of benefits and everything else, and I had
to fit all of those in with this broad parameter

(26:06):
that OPM set has said, Okay, here's what we can offer.
And you know, someone want this and someone want that.
It was absurd, absolutely absurd. So the real world says
you will be subject determination. The real world says you
might have to double up on your duties. And you've

(26:26):
been I don't know how long you've been a federal employee,
but it sounds to me like it sounds to me
like long enough that you've become inoculated from what it's
like in the real world, and you've got to learn
that the rest of us, the majority of workers in
this country, are at will. Employees can be fired for

(26:51):
any reason and for no reason, and sometimes are subject
to reductions in force, layoffs, any any number of things.
I hard could decide that. For of course, I would
probably challenge them on this. But maybe I say something
that they don't like, but it's not certainly not a
violation of the FCC, and so they decide to terminate

(27:14):
my contract. Well, I might fight them on that because
my contract gives me wide discretion in what I talk about,
gives me actually total discretion in what I talk about.
I'm not, for example, a sports commentator, so I don't
come on here and talk about sports all the time,
even though Dragon I may joke about something going on
in sports. It just I'm really glad you left the

(27:35):
talk back because it shows everybody else out there, how brainwashed,
how absolutely insulated inoculated you've become from the real world.
As Justice Roberts pointed out, in our constitutional system, the

(27:55):
executive power belongs to the president, and that power generally
includes the ability to supervise and remove the agents who
wield executive power in his stead. While we have previously
upheld some limits on the president's removal authority in certain contexts,
we decline to do so when it comes to principal
officers who, acting alone, wield significant executive power. Now that's

(28:20):
in a particular case regarding a particular individual, the head
of the Consumer Protection Finance Consumer Finance Protection Bureau set
up by Elizabeth Warren to take away that person's that
person's responsibility to the President of the United States of America.

(28:40):
But I would apply that general principle to all federal workers.
Once you take that job and you're being paid by
the taxpayers, remember you're being paid by all the other
people out there that are working in the private sector,
paying income taxes and paying all the other taxes, fees, excises,
everything else that they pay. That's who's paying your bill,

(29:01):
and they're subject to rules that you're not subject to,
but which I think you should be subject to. The
whole civil service system has got to be reformed, and
I hope Trump does it.

Speaker 3 (29:13):
For that person who just left that pooh pooh on
you talk back, I say, whatever you do, stand your ground,
stand on your principles, you'll just be one person eloon.

Speaker 2 (29:26):
Won't have the deal benefits. Now, let me make something
abundantly clear. I'm not trying to disparage anybody individually. I'm
not trying to attack well. For example, that that that
goober that that left the talk back. He may be
one of the nicest people you'd ever meet in your

(29:48):
entire life.

Speaker 4 (29:48):
And get the benefits if you can get the benefits.
But if the benefits that you want working from home
isn't given to you anymore by your employer, look for
those benefits.

Speaker 2 (30:02):
Elsewhere it yes, however, they're dragon is absolutely right. However,
a lot of places don't offer that anymore. And it's
not meant to attack any individual employee. It's meant to
attack a much broader problem. I mean, this is the

(30:25):
thing I always find fascinating about federal employees. They take
everything so personally. When what we have is we have
a bloated now they will they will not tell you
they're bloat My job is absolutely essential. The federal government
will fall apart if I'm not if I'm not allowed
to work, either from home or in the office. If
I'm not allowed to work, it will fall apart. I

(30:47):
had a teacher one time. Eh, I know I sound
like a little apart when I say this, but I'll
never forget this. She actually did a demonstration. She had
some kid bring in a bucket of water, and the
kid brought the water and she put it up on
the on the desk, and then she told that kid
in our class, now, everybody, look at you know, we

(31:09):
all we're all standing around the desk. We're I think
we're probably in you know, sixth grade or seventh grade.
And she tells us all to look around the desk.
And we're all looking at the buglet of water, and
she tells the kid, you know, roll your sleeve up
and put your hand in there. Now, grab that water
and pull it out. And the kid pulled his water
out there, and she said, see how much the water
went down. She said, that's how much you will be

(31:31):
missed if you were to, you know, get fired or
lose a job or whatever. And she that stuck with
me because nobody. The point she's trying to make is
nobody's indispensable, nobody, and there's always somebody that can come

(31:54):
in and do your job.

Speaker 4 (31:56):
You know.

Speaker 2 (31:57):
I know for a fact, there there are people that
because I'm the same way. I'm speaking from personal experience.
I am so happy because I'm one of the very
few in the country that have a nationally syndicated radio program.
But my nationally syndicated radio program is on Saturday. What

(32:17):
do you think I really want? I really want a weekday,
nationally syndicated radio program. Whether there are some people that
want a radio program that don't have any radio program,
and they would kill to have this radio program, So
we all want something else, something better. Federal employees are

(32:39):
quite happy with what they've got because they've got it
so good. And again I'm not disparaging any individual, but
we have a bloated federal government. We could but they've
been spoiled for so long that to ask them to
do additional work or to take on additional responsibilities because

(32:59):
we're going to reduce the workforce by oh my gosh,
ten percent, so you have to take on ten percent
more responsibilities is unfathomable to them. It's truly unfathomable to
them when in the private sector that's just another day ending.
And why so you can call or leave it. All

(33:21):
the talkbacks you want about how bad I am or
how misinformed I am, but I'm not because I've been
there and done it at I guarandem to you a
much higher level than you have. And I can tell
you that even in my own organization at the time,
there were ways that I wanted to cut, but I

(33:43):
didn't have a president. My boss at the time, George W. Bush,
was not interested in it all at reducing the federal workforce.
So for me to do it, I mean for me
to even fire some of the people that were not working.
Was trying to climb Matt Everest. There were some people
that I just simply could not fire because they were

(34:06):
so protected by the unions and the civil service. At
what did I do? And don't yell at me when
I tell you this, but I just reassigned them to
an empty office and just told them to shut the door.
And I gave them I said, you can bring your
own computer in, but you won't have access to the network.
So it's like teachers in New York. You know about

(34:26):
the rubber rooms in New York, teachers that can't get fired,
but they won't let them back in the classroom for
incompetency or whatever reason. There is a place in New
York where those teachers go and just spend eight hours
a day playing solitaire or doing what you know, doing
whatever their side gig is. And then they checked out
and go home.