UPS Makes BILLIONS & Teamsters Demand Their Fair Share | Better Bad Ideas | Ep. 88

0:00This episode of Better Bad Ideas is brought to you by Labour First. Now let's get into it. I'm Sean O'Brien, General President of the International Brotherhood of Teams. Put your helmets on, buckly a chin straps. It's a full contact sport. We're going to find out who has a better bad idea. We love doing these viewer response episodes of Better Bad Ideas. We've got tremendous following now. It seems our viewers really like the questions. And we love, love hearing your input and your feedback. So let's get into it. Look, one thing, question I've been posed a lot lately has been, you know, Teams's growth strategy and coming out of our historic convention. One of the resolutions and one of the commitments we made is to organize over 250,000 new members, 250,000 new members in less than five years.

1:00Now we have achieved a historic number of 100,000 over the last four and a half years. And we're very proud of the work we've done organizing new members. And we're organizing in very, very diverse industries. We are continuing to organize in traditional industries like food, warehousing, food delivery, republic waste, waste management in the waste industry. And we're going to continue to focus on core industries. But we're also organizing in a lot of non-traditional industries like the cannabis industry. Now the cannabis industry, people may laugh, I've never smoked part of my life. Maybe when I retire, I'll try to see what all the hype is. But they have 450,000 work as across the country that perform jobs. And the W2 employee ease, they're not this scam of trying to 1099 independent contract a model. These are actual jobs that are right in the warehouse of what teams, the brothers and sisters do every single day.

2:04From cultivating to warehousing, to shipping, to retail. That is right now warehouse. We have been focused on that industry. We continue to make gains, organize new members. We're hopefully optimistic that marijuana will be legalized federally, which will provide more and more growth in union density for us in that industry. And also I think everybody knows what we're doing to organize Amazon. We have committed hundreds of millions of dollars to organizing Amazon workers. We are fighting every single day in many different states. We are passing legislation in cities like New York, Chicago, and other major cities to guarantee that last mile delivery is done by a direct employee. And we're doing that by exercising our power on local level of government. We're going to take it to regional governments and we're going to take it to the federal government. And this is a long term plan to organize Amazon.

3:06But there's many other opportunities. Our largest growth over the last four and a half years has been in the public sector. The public sector is colleges, universities in certain states. We've got DPW workers, 911 operators, water treatment plan operators, clerical workers, and many municipalities and in government. And we're going to continue to focus on organizing within the public sector. That will be our largest division in the international. Currently right now, UPS is our largest division. We represent about 300,000 members nationwide. But the public sector is slowly coming to surpass UPS. We're about 285,000 public sector members. And it's a great, great opportunity for us. Because I think you know our goal as the team's union, we are one of the biggest. We are the biggest, most powerful and influential unions in the country. And we are holding politicians accountable.

4:07So there's no reason why we shouldn't be in those municipalities, in those cities, in those towns, in those state universities, representing wall to wall. So I'm excited about this opportunity to organize. But what's going to make organizing and growth, not just in the team's union, but also in every single union, is if we get the fast labor contracts into legislation. I think you know I've talked about it on a few different episodes. We had a historic victory in Congress about four or five months ago. And it was a three year process where we were seeking bipartisan support to get the fast labor contracts act passed. We did that when people said you'll never be able to do it with a Republican led Congress. You'll never get bipartisan support. Well, we got 20 Republican Congress people to support the fast labor contracts act,

5:08which will make it easier for people to organize where there will be checks and balances so that there will be a first contract once people elect to join a union. And that's a great, great victory. It's legislation that for the first time in 40 or 50 years is pro worker. It's going to eliminate a lot of the retaliation and retribution. It's going to mandate that employers get to the bargaining table within 10 days of certification. And it's also going to, if both sides come to an impasse, it's going to seek arbitration as a remedy for a two year agreement. So we're excited. We've got a lot of work to do in the Senate. We've got a lot of work to do to make sure that we are pushing and holding these politicians accountable because you'll often hear me say when you have good jobs, good union jobs, you're going to have great communities. And those politicians, regardless of whether you're a Democrat or a Republican or independent,

6:11you are elected by your peers. And a lot of your peers are our members. A lot of your peers are people that work every single day seeking the opportunity to join a union without any retribution or retaliation. So it's up to you. It's up to the legislature. It's up to us to hold the people we elect accountable. So I'm excited about the future of the teams to union. We continue to grow strike and defense fund to support such organizing drives. So stay tuned. Now let's get into some viewer questions. This is my favorite part of this podcast and I thoroughly enjoy it. So let's get into it. This episode is brought to you by labor first, the leader in healthcare navigation in advocacy for union health plans and members. Navigating healthcare isn't easy and it shouldn't fall on the shoulders of members alone. That's where labor first comes in. They work one on one with active employees and retired members to help them understand their benefits, resolve issues and get the care they've earned from

7:12answering tough questions to fixing billing problems. Labor first is in your corner every step of the way. No call centers, no run around just healthcare advocates who care. Labor first was founded by a proud teamster son and grandson. For over 60 years, his father and grandfather led teams his local 837. Now teams is local 107 in Philadelphia with pride, purpose and grit. That same union spirit runs through everything labor first does today. Now hundreds of union health plans trust labor first as a true partner delivering results, supporting members and never forgetting who they are working for. When it comes to protecting what members have earned, labor first stands with you. Visit laborfirst.com to learn more. This episode is brought to you by catchers law group proud advocates for injured workers and their families since 1986. If you've been hurt on the job navigating the workers comp system can feel like fighting on uphill battle.

8:12That's where catches law comes in. They've recovered of three billion dollars for hard working people just like you and they don't back down when your rights are on the line. They know what it means to stand shoulder to shoulder with unions and workers across the country. Because it catches law. It's not just about compensation. It's about justice to learn more. Visit catches law dot com. That's K E C H ES law dot com. And I've got to tell you I've had the plurive privilege to work side by side with catches law for 30 plus years. I've witnessed how hard they fight on behalf of injured workers and their family. Again, to learn more, please go to catches law at catches law dot com. That's K E C H ES law dot com. Luke Snyder asks, Will federal minimum wage differential clauses be introduced into current and future contract negotiations? Example federal minimum wage raises to $10 an hour. The clause would add to 75 to the base rate across all the wage scales.

9:16Look, I don't really understand that question, but I will say this. We're not really focused on what any minimum wages on a state or federal level. We're paid and elected to negotiate the strongest contracts. And I can guarantee you every single team's the contract is extremely higher than any minimum wage set forth in a state and or federal level. Look, the reality of it is we have been negotiating record contracts throughout this country. And minimum wages are great. I mean, they hold some sort of accountability. But if you look at some of these state minimum wages and the federal minimum wages, you couldn't buy a pack of gum and survive as a family on a minimum wage. So that's all the all the reason why people should be looking at joining unions, getting contracts that provide great wages, great benefits. And you don't have to worry about a minimum wage, whether it's federal or state.

10:18Todd the broad asks recently, nearly 1900 workers across Blizzard Entertainment ratified their first collective, collective bargaining agreement with the communication workers of America. I'd like to do something similar at the video game company I work for. How do you convince someone who likes the idea of a union, but is afraid of retaliation? I've said this all along. You know, if you are not being treated properly in your workplace and I've been an organizer, my whole career, we all are organized, especially for union leaders. And look, organizing is a tough, tough task to take on, especially if you're a worker that's not represented. You've got a face retribution. You got a face retaliation. In some cases, people get fired, a terminated over trying a former union. But if you are truly passionate about it, the sacrifice and some of the tough road ahead is worth it. You know, I mentioned earlier about the Fastal Labor Contracts Act.

11:20That would make, if that was into legislation right now, if it was into legislation four years ago, we would have Amazon workers organized under a collective bargaining agreement throughout this country, especially in New York. But with that said, you've got to approach your co-workers and make sure that you explain to them, you know, the process that it can be very hard, it can be dangerous as far as your employment goes. But the end result, once you achieve success is worth it. Once you get that first collective bargaining agreement, and I know that we take care of all other people that are seeking to be organized under the team's union, I can speak for the team's union. We make sure that you are given every single protection. We make sure that the employer, if they are not behaving properly, we hold them accountable with charges. We represent you, even though you're not a union member through that organizing drive. So look, I think it's just a matter of getting a fail for the group.

12:20I'm sure one person is having certain issues at work, like healthcare changes, everybody in that workplaces facing the same trials, tribulations and struggles. So I think getting to know your co-workers, trusting one another, keep in the process as quiet as possible. I think that will be tremendous success and picking the right in only union, the team's union to represent you. B. Rosen 0786 asks, talking to guys across the country and no one I've talked to has received a truck with air conditioning. I know it was prioritized by zone, but it would be a good idea to revisit the air conditioning negotiation to try to get all trucks retrofitted with air conditioning in the back, where we actually need it. Would also be open up opportunities for UPS to offer better conditions for some of time shipments of food, wine and medicine. That means it's a great, great question because in the last agreement, 2023 agreement, which by the way, we're going to be starting to negotiate probably within a year from now, I'll kick off a contract campaign, not so much negotiate,

13:26but we will be kicking off our contract campaign for 2028. It doesn't seem possible, but one of the huge achievements we made during those negotiations was getting UPS to agree to every any truck that's replaced. We'll have air conditioning and we determined by zone, which are the hottest areas of the country, whether Texas, Arizona, the South Florida, Georgia. That they would put roughly about 8,500 new cars onto the street per year. That's where that number 28,000 came from originally. However, UPS winding down, servicing the Amazon has put kind of a hold on new vehicles coming through the system. So they hold onto those vehicles a little bit longer. That's why we approach UPS and said, look, the reality of a you agreed to put air conditioning in these trucks. You need to put them. So we've got UPS retrofit. I think right now approximately 5,000 trucks in zone one funny story.

14:26We're really not that funny, but when we negotiated the memorandum of understanding to retrofit these trucks, New York, local 804 in January, I think it was 2024. We got 15 or 20 new package cars, electric package cars delivered to their area when it was 15 degrees out. I called the company and I said, are you out of your fucking mind? Why would you deliver 15 or 20 of these vehicles in the zone that doesn't need it at all right now when it's 15 degrees out? And ironically, UPS got those vehicles through a state grant. So those state grants couldn't allow UPS to move those electric vehicles from I think zone three to zone one. So that was another challenge that we didn't see coming. So we negotiated that Dale. No matter fact, there's another I think 5,000 set to be retrofitted as well. So I'm in zone one right now in Florida.

15:28And I was talking to UPS members this week. And you know, some of them have the air conditioning. We also did a pilot program. I think it's in Arizona right now where we had the retrofit and pipe air conditioning into the rare cargo of the package cars. So hopefully that's something that we will continue to work on and mandate that all package cars, after not new and put into service will need to be retrofitted. You know, this is no different than if anybody's been around and I'm sure there's a lot of people that have retired. There was a time at UPS where they didn't have power staring in any of the vehicles. And it wasn't that long ago. Where you know, this was this power staring issue now has transformed into all new vehicles will be equipped with air conditioning. So, you know, the good news is that we were able to negotiate air conditioning in these trucks. And we know moving forward over the next several years and beyond the next contract that every UPS vehicle will have air conditioning.

16:32Ruben Bistillo's asks, will there be a push from the IBT level to get more companies into union pensions. I know it's easier saying it than get it done. Will there be a consolidation of pension funds into the WC T P T F. Now Ruben, you are out originally on a local 70. I know you well. You're a great team. So great member. You left the Bay area and ended up in local 120 working for brother Erickson in Wisconsin. And you're very familiar with pension funds because you were a trustee, I believe, at local 70. Look, there is no plan. And I think you know that local unions, joint councils and international have no say over pension funds pension funds. Pretty much autonomously operated, although we do negotiate contracts and negotiate our members into pension funds. And we are striving every single day, every negotiation to make sure that every team sir isn't a defined pension plan, meaning that they're guaranteed their money when they retire.

17:40They are not subject to the market, whether the market's good or bad, our members will get what they have contributed. But you know, unfortunately, corporate America has done a great job of trying to scare people away from demanding pensions. We have been very successful on the waste industry, very successful in food distribution, warehousing and many, many different arenas and negotiate members into teams to pension funds. Now there is pension funds all across these country. Obviously you are familiar with the Western conference because the Western conference is the largest pension fund. It's in phenomenal shape. Most of our funds are in good shape now, partly because of the pension production act that was passed. But the reality of it is everybody should be in a pension. That's our goal. We have made commitments through resolutions that are passed. Conference at the convention. But with that said, there are no plans in place to merge these funds.

18:45These funds are autonomous. They stand alone. A lot of them have different benefits than the Western conference. A lot of them run differently. That would be a monumental task to take on. And I don't think that's in the best interest of our members. I don't think that is going to happen in my lifetime or my lifetime as a team. Greg F. Jackson has two questions. One, why isn't our military in any unions? If it's the only way work gets done. And two, are there any Amish people in the union? Well, that's funny because imagine the teams is representing the four branches of the armed service. And by the way, I am so proud of the men and women that serve in this country that allow us. The freedoms that we experience every single day. And I know and I can say speaking for myself, I am truly proud of the hard work that I'm men and women in the sacrifices that our soldiers are making every single day to continue to make this country the best possible place to live in the world.

19:52But with that said, imagine the teams is negotiating with generals. And then we're in the middle of a crisis right now. I think everybody knows. And I ran imagine we're in their battle and fighting for protections against third world nations attacking us. Whatever the case may be. And then we get in a labo dispute with the armed forces and we've got a strike. Strike the Marines. That would be pretty. That would be pretty entertaining. But no, labor unions don't represent the armed forces and there's no plan in place to do it. You know, the government is a sole representative of the men and women that fight hard to keep this nation safe. As far as the Amish go, look, I, that's a, I've never been posed that question. I mean, it would make sense. If Amish people were in our union, I mean, they drew drive horse and buggy still and our history comes from horse and buggy. So I don't know that answer that question, but I am going to find out sooner than later.

20:54If we do have any Amish people working in the teams to join you. Mark M 55205 asks, what are the chances we could get nine and a half violations automatically added to our weekly paychecks in the next contract, rather than having to file agreements? I feel like UPS would take nine and a half more seriously if the penalty was automatic. For UPS to fucking do anything on their own and take initiative. It's never going to fucking happen. You know, nine five violations, the company just pays them out. They pay out quadruple time for working on members over nine and a half hours, which is insane. I don't know why they do that. I don't know why UPS does anything they fucking do. But if you are some silly serious about letting UPS correct the problem they created and suddenly develop a conscious. My man, I don't know how long you've been at UPS, but there's a reason why we have a grievance procedure with this a reason why we have contract is a reason why we have penalty pay. Think about this.

21:55If UPS was so good at making sure our members rights were invoked every single day, they can't even hold themselves accountable. So I would never want to put any of my fate or any of our members fate in the hands of UPS to do the right thing. I mean, think about it. We have a collective bargaining agreement that has one section dedicated to pay penalties, meaning that UPS doesn't get your paycheck. Right. If they short your vacation pay, if they don't address your problem, they are notoriously bad at correcting payroll issues. They're notoriously bad at settling grievances. So I don't think we want to ever give up our right to file nine five grievances and just put our fate and a UPS center manager who by the way could give two shits about you or your money. So, you know, what that said, my man, as long as I'm here, you're going to have to continue to file a grievance. And by the way, filing a grievance, you know, some people think it's very intimidating.

23:02Some people want their issues resolved, but they don't want to file a grievance. Hence they will never file it because they're afraid of retribution and retaliation. Filing a grievance is one of the best provisions that we have in any and all collective bargaining agreements. When you think about it, and I often say this to people who are trying to organize them, you know, because you'll always get the pro people that want to organize and they'll say to you, you know, this is great. Then you get the naysayers and they'll ask you, well, what, why do I need a union? And I'll say simple, take a piece of paper like this right here, go to your employer and say guarantee me five years of wage increases, guarantee me health care. I don't have to pay for guarantee me job protection, guarantee me a retirement pension that I can actually retire on and enjoy my life as if I was still working. Give me a grievance and arbitration procedure and provide dignity and respect to me every day in the workplace. And if you are an employee, it signs off on that on those five issues. You don't need us.

24:06But, you know, at the end of the day, there's a reason why we represent work is this is a reason why there's provisions in a contract so that you have the opportunity to file grievances to address your problems without any retribution or retaliation. Tony Ortiz asks, I started a podcast for the local levels because I think we need a loud voice. What would you suggest I do to keep this thing growing? I want to keep members educated and more involved and I want to speak to the younger crowd as well because they are the next generation. I want to keep building the team's removement that you have brought back to life. The thought is the more involved and educated we get the stronger we get. I think that's a great idea, especially me and a newer member or look, I'm long in the tooth. I've got 36 years and the gray in my beard says it all. And I was fortunate enough to learn about the union around my dinner table in my neighborhood in the community because everybody was a member of a union, whether it was a team, so long show them and pipe fit as electrical union.

25:08But the reality of is we have to connect with this new generation of workers coming in. We have to connect with them on all their levels. We may not agree with a lot of things that these new generations are doing, but hell, I'm sure my father, my grandfather didn't agree with a lot of the positions and or ways that we live our lives today. So I think it's just life in general, but starting a podcast in your local union, starting a podcast, any social media platform that is going to give our members the new generation the ability to learn about the unions because let's face it. I mean, this new generation is all about this technology. This new generation is all about social media. This new generation gets every single ounce of their information either off a podcast, either off a social media platform. The advice I would give you is, you know, it's tough to start out. First, we've been doing this podcast for almost two years.

26:08And it's tough, but, you know, the reality of it is if you are giving credible information and you are capturing the attention of your viewers, of your members, and you're putting out credible information that is not, you know, the problem with some podcast, especially I've seen some union. And so, I think it's a great thing to have a lot of members who have started podcasts and they're great. But then they use as a political weapon against the union that is fighting for them. You know, it'll be kind of like a piss and moan. I've, there's a couple of people in the team's to union. Team Sterex, some clown from New York who just goes on there and says he's advocating for working people. He's going to bash the teams to union. He does his bash the leadership. And that's okay. That's, that's fine. But you're actually hurting the institution. You're going to use a, a podcast to attack a local union of joint council, your international.

27:09So I would just say, look, man, have a subject matter. Current events are great. Members want a hair about current events. subject matter that you can relate to that our members can relate to and just have credible information. Don't utilize that platform as a platform for hate a disconnect. Utilize it for what truly it is. And people have their opinions. They're going to form their own opinions no matter what. But if you stay positive, you take the high road and you put out the information that our members want to hear. And I think it'll be a tremendous success. You're doing a great service to your members in your local. Adam Trotman asks, as a full-time driver with seniority, I feel like we make a very good livable wage. I personally believe we do not need a big raise. But I would rather see more time off, i.e. an additional week of option or vacation for everyone. That sounds like a statement like Carol tome would make. Hi, we make a lot of money. You should be grateful you have a job. I'm going to keep taking my billions upon millions upon millions of dollars.

28:11But you shouldn't take enough because you make just enough. My brother, listen, we are going to negotiate tough. Look, the good news with UPS is they have very, very profitable. Now, they might have shrunk in manpower because of the trajectory down from Amazon. But when a company is profitable, whether they have one employee or one million employees, it's our goal to get you the best contract. It's our goal to set the standard industry standard to negotiate the highest wages. And we're going to continue to do that. That was a very humble statement you made. But not all our members are in that same boat. Not all our members live in a low cost area. I'm not sure where you live. But everybody's wants and needs a difference. So that's the beauty of about being in a union is that, you know, negotiating the strongest contract, getting good wage increases, keeping up and surpassing, you know, the non-union. You know, that's our job. And that's what we're going to do. And UPS can afford it. They're not going out of business. They're making a lot of money. They're making billions upon billions of dollars. And we're not asking for billions of dollars. We're asking for our fair share.

29:21And our men and women, the full time is ampartime is deserve the best contract. And that's what we're going to strive for. Best contract, best benefits and job protections and continued vigilant representation. Tana Grover says no questions. Just quit threatening to strike and let's just be chill and happy with what we have. What's that name? Tana Grover. Tana Grover and work for protection from layoffs and automation. Tana Grover. I mean, you have to be fucking management man. Who would make that statement? Look, the one thing that I truly enjoy is fighting, fighting for our members. And, you know, you have to be transparent. You have to tell everybody what the potential can be. And I've said this in the 2023 campaign. And I'm going to say it again. And I've said it in many different negotiation with that outside of UPS or anything else. Look, if a company corporation is dumb enough not to listen to their members, dumb enough not to appreciate reward the people that have made them the success, then they're choosing to strike themselves.

30:33My job and our job as union leaders is to lead. We can only lead when we have the support of the rank and file and we know what we need. And we know we need to get done in 2028. It's just UPS. They have to understand that we have 300,000 deep. And we have to make sure that we're transparent. I have always prided myself, whether it's in a professional setting or personal life is to clearly state your intentions of what is going to happen. If a situation doesn't go in the best interest of our members. And look, I'm stating the intentions clearly. UPS doesn't want to strike. They need to clean the fucking act up sooner than later. And they can't wait till 2028. If we go into those negotiations and UPS does what they constantly do in every and all negotiations, wine, cry and lie, then we're going to be forced to put them on the street. And UPS, there's a real pandemic running through UPS right now. It's probably worse than COVID right now. It's called liabities. UPS can't tell the truth.

31:43And they need to start telling the truth and they need to get some shit done before 2028. Jimmy Johnson asks, why do mechanics get paid the same as drivers? I have tens of thousands of dollars in tools in a skill set. I could learn how to do the driver's job in less than a week and 98% of the drivers could never do what I do. I know some mechanics are useless and so are some drivers. Either way, mechanics deserve more money than drivers. With that said, I feel our main issue to fight for protecting our benefits and our work. Look, we're always going to protect our benefits, our work that goes without saying. Look, there's always been an argument since I can remember UPS where mechanics and drivers were paid the same amount of money. And I think for the most part, we don't hear a whole lot of complaints about, you know, there should be mechanics making more money. Look, I think we're all worth a lot of money. I think we're all deserving of a lot of money. I think mechanics have a great skill set. I think drivers have a great skill set.

32:47Driving is not an easy job. Being a mechanic is not an easy job. I don't know what the solution to the problem is, but I would assume with that question that, you know, you are going to come back with a proposal when we start taking proposals. The mechanics seeking more money than drivers. And, you know, that's well within your right to propose that. But, you know, our drivers and mechanics are going to be close to 50 dollars an hour last year of this contract. And we're going to continue to grow and negotiate a higher wages. So, you know, the one thing I want to try and avoid is a divide and conquer mentality. We saw, you know, and I think there's a question coming up that I saw earlier. We saw when there was part time as making full time wages like in the early 80s, late 70s, early 80s. And when that changed, there was such a disparity. And that was a division in the workforce between part timers and full timers. And thankfully, these last round of negotiations, we're able to close that gap towards, you know, getting the part timers more money and closing that gap.

33:54And we're going to continue to strive to do that. You know, sometimes when you choose one classification over another, especially in the full time and pay them more because you claim they have a better skill set. You kind of do a divide and conquer mentality. Look, whatever happens at the end of the day, we're going to get everybody as much as they deserve whatever job they're doing. Jonathan Minovitch asks, as we approach talks on the 2028 UPS contract, will rank and file members be allowed to come to the bargaining table to discuss the supplemental and national. Yes. I mean, in 2021 at our convention that we held remotely because of COVID, the one thing that we achieved, which was historic at the time, was mandating that any and all negotiations, whether a national negotiations, regional negotiations or local negotiations, require rank and file members to sit on those committees. And we did that. We've been doing that ever since 2021. And I got to tell you, it's a game changer. It's a game changer to have rank and file members sitting. And I did it my whole career. I always had rank and file members sitting on our committees because, you know, they understand exactly what their contract needs to be. They understand exactly what their struggles are in the workplace.

35:11And I've often said this as well, there's no better feeling when an employer is lying to you across the table and you have a rank and file member that said, no, that's not true. This is what actually happens because I'm there every single day. You're in your friggin office. I'm down in the shop floor. I'm out on the streets. I'm working. This is what we need. This is the reason why they give tremendous credibility and they give tremendous testimonials. And it's extremely helpful and successful and it has been. And I love embracing the rank and file mentality at the table. Tommy Dowd asks, as the 8,000 UPS drivers have received the buyout in our being replaced by lower wage four year progression drivers, what conversations will be had about the 1.8 billion US dollars UPS will save over the four year progression period. Well, you know, I mean, look, the reality is UPS doesn't do anything without making with an intent to make money. So whether it's throwing people out, replacing an older workforce or the younger workforce, we know that progressions save companies, not just UPS, but every company millions upon millions of dollars, billions in some cases.

36:19Look, all the more money that they make, the more money that they have, the more money we're going to demand to take. So again, we're going to be looking for more money and we want to enjoy the profits. It's not labor. It's not members labor that are making them like success that they are. Thank you very much for participating in this podcast. We love again. We love doing the viewer response and the questions. If you want to submit a question for next week's podcast, please visit us on all our website. We're going to be doing a social media platforms at Better Bad Ideas. Thank you. Traditional home security only alerts you after a break in and that's too late. Simply safe is changing that. This is simply safe. Police are on the way. We don't just alert. We help stop crime before it starts. Plan starting around a dollar a day. Right now, get 60% off your new system with professional monitoring at simplysafe.com slash Spotify. Simply safe ahead of crime in real time.

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