Child Care Math Is Rude

We call out the broken childcare math, the lazy myths about greedy centers, and the way policy failure pushes women and caretakers out of the workforce. Then we go inside preschool life under immigration fear, answer tough listener questions, and lay out practical policies that keep programs sane.

• Why childcare costs more than rent yet underpays educators
• The harm of treating a public good like a luxury
• Real fixes: public investment, wages, and employer flexibility
• How ICE fear disrupts drop-off, enrollment, and trust
• Trauma signs in preschoolers and staff emotional labor
• Licensing, documentation, and impossible compliance choices
• Concrete supports: trauma training, data privacy, community partners
• Listener Q&A: probation anxiety, diarrhea policies, hide-and-seek
• Hiring insight: answering conflict questions with emotional intelligence
• Policy segment: why two-week written notice exists

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Chapters

• 0:00 Opening Rant On Childcare Costs
• 2:30 The Lie About Greedy Centers
• 6:45 Policy Failure And Workforce Fallout
• 9:40 What Real Solutions Look Like
• 13:24 ICE Fear And Early Childhood
• 18:40 How Fear Shows Up At Drop-Off
• 23:20 Enrollment Shocks And Economic Damage
• 27:20 Trauma In The Classroom
• 31:30 Paperwork, Licensing, And Risk
• 35:00 How Centers Can Support Families
• 38:30 Merch Break
• 39:30 Career Coaching CTA
• 40:00 Asking For A Friend: Probation Anxiety

Transcript

SPEAKER_00: 0:05

Welcome to Stumbling Through Work where Educators Figure Shit Out. The podcast for educators and anyone who ever walked into their program and said, Nope, not today. I'm your host, Jared Huff, here to unpack the wild stories, broken systems, and to call out the chaos. Let's get into it. Welcome to another episode of Stumbling Through Work, where educators figure shit out. Today's episode is inspired by an NBC news segment about childcare costs and working mothers, or, as I like to call it, the thing everybody knows is shitty, but we keep acting surprised about it. Take a listen real quick.

SPEAKER_01: 1:06

Last week, the Trump administration answering the call for help from families, announcing a new type of savings account for children that also comes with a one-time donation of a thousand dollars from the federal government.

SPEAKER_00: 1:30

So how in the hell am I gonna put money into a savings account? Y'all know I don't even say the F word on this podcast, but I it was about to roll off my tongue. Like, get the f outta here. Then piss me off. I guess I have to continue because Niden got mad. But you know what? It's weird because every six months the news is always like breaking. Childcare is expensive, and moms are stressed. No shit. Families are doing the math and realizing the math is rude, it's disrespectful, and it clearly did not grow up in this economy. So let's talk about why this keeps happening and why the solution is not have you tried staying home? Now, see, in this NBC piece, working mothers were talking about, you know, paying more for child care than rent. Now, I want to say it's not always moms, it's fathers, it's grandparents, aunties, it's everybody. Different families, different things. But the article is talking about moms specifically. So feel free to be literal or change the main caretaker role person if that's what you need to do. Because in the end, we are all getting the short end of the stick, because child care costs more than housing. Period. Some moms are working full time just to hand their entire paycheck to a child care center and say, you know, here you go, see you at pickup. At that point, you're not working for income, you're working for vibes and health insurance. And society's response, well, maybe you should just stay home. Ah, yes. The classic solution. Remove women from the workforce and just call it a personal choice and see here's the lie that refuses to die. Look at that. I rhymed, I got bars. Here's the lie that refuses to die. Childcare is expensive because centers are greedy. Let me stop you right there. If childcare providers were getting rich, teachers would qualify teachers would not qualify for food stamps. Directors wouldn't be working 70 hours a week. Centers wouldn't be closing like it's a damn clearance sale. Childcare is expensive for families and underfunded for providers at the same time. Because two things can be right at the same time. It is expensive for families, it is underfunded for providers, and that's not confusing. That's what happens when you treat a public good like a luxury service. You want five-star care on a dollar store funding model. This shit doesn't work. NBC News focuses on working mothers because shocker, they're the ones holding the bag. When childcare falls apart, moms are the ones that take the sick days, moms miss meetings, moms pause careers, moms quietly disappear from the workforce. And we pretend that's empowerment. Now let's be clear, that's not opting out, that's being pushed the hell out. And if you are a black or brown woman, the margins are even thinner, the flexibility is even less, and the judgment is even louder. Motherhood and caretaking in this country comes with the side of guilt, shame, and unpaid labor with no drink included. And now, let me speak from inside the building. As I run child care programs, I talk to directors daily, and here's what's actually happening. Tuition goes up because rent went up, the insurance went up, food costs went to hell, licensing once more and pays nothing, and we're trying and failing to pay teachers a living wage. No one is swimming in cash, baby. Nobody. And then they go in their office and cry, and then they show up the next day. That's emotional labor, unpaid, unacknowledged, and it's expected. When working mothers leave the workforce, everyone loses, whether they admit it or not. Businesses lose skilled workers, families lose income, kids lose stability, and the economy takes a hit. But instead of fixing the problem, we keep asking women and caretakers to bend harder. Childcare is not a mom problem. It is a labor problem, an equity problem, a workforce problem, and frankly, a bullshit policy problem. You cannot say you support working families while refusing to fund a system that makes work possible. That's called lying with a smile. That's really basically what it is. But you know what? Hold on, listen to some more of this.

SPEAKER_01: 6:57

Research from the Bank of America Institute shows child care costs rising one and a half times faster than inflation. And since federal relief for child care during COVID 19 ended in October 2023, families are scrambling to find quality, low-cost care. For many, flexible COVID work policies relieved some of that pressure. But hybrid and flexible schedules are becoming more rare. President Trump ordered federal employees back to the office five days a week in January this year.

SPEAKER_00: 7:25

And in the private sector, so there is no fix right now. The answer isn't budgeting better. It isn't finding the right provider. And it sure as hell isn't guilt. We need real public investment in child care. Wages that treat early educators like professionals and not martyrs. Employers who stop acting shocked that workers have children. Policy written by people who actually set foot in a child care center. Because love is not a funding source and burnout is not a business model. Now NBC News told the story. Now let's stop pretending we don't know the ending. Working mothers are tired, educators are underpaid, families are stretched thin, and the system keeps asking everyone to just make it work. If it feels impossible, that's because it was never designed to work for you. It is what it is. I said what I said, and we'll be right back. Okay, quick break. If you're a teacher or a director who's currently stumbling through work, and I mean that literally, figuratively, or spiritually, you need to check out our new merch. We've got shirts that say exactly what you want to say in staff meetings, what you want to say to parents, mugs for caffeine that hold your entire personality together, and gear so you can walk into the building already announcing, Nope, I don't have time for this today, without even opening your mouth. These are perfect for the classroom, the office, or the car where you sit for 12 minutes pretending you're going to quit. Again, grab your shirts, your mugs, and your survival merch at abbreviatedlearning.com because if you're gonna stumble through work anyway, you might as well look good doing it. Welcome back. So we're actually gonna talk about something heavy, which is ICE, immigration and customs enforcement, and how immigration fear impacts preschools, early learning centers, and home-based childcare. Because trust me, the ripple effects go much deeper than whether families enroll on time or show up for parent meetings. This is about safety, stability, trauma, and the impossible choices that families are facing every day. So let's get into it. Here's the thing that most people don't understand. A preschool is not just a school, it's a refuge, a safe place, a second home. But see, when families fear ice, that sense of stability disappears, that safety disappears. Even if the agents are nowhere near the building, fear becomes part of the daily routine. Because see, teachers see it first because they see, you know, children who are clinging a little harder at drop-off, parents who won't come inside the lobby, families who suddenly just stop attending, emergency contacts who just vanish off the face of the planet, phones getting disconnected, kids asking, is mommy coming back today? Because, see, when immigration fear rises, preschool staff become social workers, trauma-informed counselors, crisis management. I went to school and got several degrees, and none of them are in social work. None of them are in trauma-informed anything. I'm not a crisis manager, but now we're being forced to do something that is not actually our job, is not in anyone's job description, but that's the reality that we're in. So let's talk drop-off. When ICE enforcement is active in a community, many families stop driving, they avoid public places, they don't answer unknown calls, they won't sign any forms and won't risk anything that might expose their immigration status. So, what happens at preschool? Drop-offs get shorter, quieter, they become rushed, parents keep their car running, they avoid eye contact, and sometimes they may just even ask the older siblings to do the drop-offs so the adults won't even have to be seen. How can we create a community and how can we work with families when they're not showing up? And see, I know other directors will tell you, you can feel the fear before you before they even walk in the building. Because children absorb all of this. They internalize it, even if they don't have words for it yet. Immigration fear doesn't just change emotions, it changes attendance. Families stop coming, or they come fewer days, or they pull out completely. And when attendance drops in early childhood, center revenue drops, meals go to waste, teachers lose hours, home-based providers lose income, the budget breaks, and programs struggle to survive. Some centers have reported losing 30 to 40 percent of their enrollment just overnight when ICE began its operation in the area. And I can say this happened at one of my schools. One of my schools is located in a uh Hispanic area, and when He Who Shall Not Be Named took office, I was close to capacity. Over the next two weeks, primarily over one weekend, I lost approximately 60 children. That is 60 children out in these streets not getting care, the education, all of the things that they need that quickly. It's happening. And then on top of that, imagine running payroll after that. And small home-based providers, they get hit even harder. Losing one family might mean them not even paying the rent. ICE isn't just an immigration issue, it becomes an economic crisis for childcare too. Now, let's talk about the children. Preschoolers are not immune, they feel everything, even when adults try to protect them as we do, because this shows up in when they have sudden separation anxiety, there are more tears during drop-off, and you see them regress, they have nightmares, um, increased hitting or behavior issues, difficulty concentrating throughout the day. And some of them have a fear of police or uniforms, strangers, even sometimes other teachers. Kids don't know what ice is, but they know when their parents are scared. And when a child walks into a preschool filled with fear and uncertainty, learning letters and counting bears just becomes the last of their worries. Trauma rewires the brain, and early childhood trauma follows kids for life. They're not going to forget this. And teachers who, let's just be honest, already deserve sainthood majority of the time, end up holding the emotional weight of the entire situation. They're not trained immigration lawyers, they can't give legal advice, they can't even promise safety. They really can't even tell families what to do, but they're the ones comforting the frightened children. They're the ones explaining to a three-year-old why daddy hasn't come back yet. They're the ones calling the emergency contacts that don't answer. They're the ones filling out incident reports while holding back tears. Teachers become the emotional first responders. Now let's talk about the system side of this. When immigration fear arises, parents stop completing paperwork, meaning things like proof of address, um, updated vaccination forms, emergency contacts, pay stubs for subsidy, uh, any documentation that requires identification. And guess what licensing wants? Documentation, verification, signatures, records, all of the things families are now terrified to hang over to hand over. This puts us as providers in an impossible situation. Are we breaking licensing rules or we push parents for paperwork they are afraid to provide? Either way, the option is pretty much a disaster. And many home-based providers serve immigrant communities directly, especially those who may speak you know Spanish, um, Vietnamese, Arabic, just any form of any type of indigenous language. These providers often accept flexible payments, offer non-traditional hours, they know every family personally, provide you know culturally similar food. Sometimes they the aunties, the grandmas, the memos, um, you know, trusted community anchors. And when ICO, there's a sudden drop in enrollments, loss of income, and cre they receive a lot of pay later, or what can't what can you pay now? They fear that ICE will even show up at their homes, which doubles as their school. It's crazy because these providers are actually heroes, and they carry more than what the system actually sees. So, what can we as centers as preschools do? Well shit. Just give them real support is really all that we can. We can provide information, so not fear, but information. Try to connect families with trusted immigration resources, train staff in trauma-informed care. There is training available for that, um, which helps understand behavior, understanding what trauma looks like, protecting all family data, so being transparent, provide you know privacy and safety as much as possible, and build strong community partnerships like with food banks, advocacy groups, health programs, legal clinics. Try to stay neutral, um, compassionate, and centered on children, because that's all we can do because care is care, love is love, and safety is safety. Because at the end of the day, this is really not a political issue. Sadly, this is a childhood issue, a family issue, a community issue, an ECE issue. When IC shows up, fear shows up, and fear affects how families function, children learn, teachers cope, how centers operate, and how communities trust. Preschool is supposed to be the safest place in the world for a child, and anything that's threatening that safety, that can be physically, psychologically, emotionally, it becomes our responsibility to talk about. That's why this conversation matters because when we stay silent, children suffer silently. So if you work in childcare, if you lead a program, you run a home-based center, or just advocate for families, remember this. Every time you offer kindness, consistency, and safety, you are doing more than teaching ABCs. You are giving a child a sense of normal in a world that feels unpredictable, and that matters. It matters more than you know. And we'll be right back. So, are you an educator watching everyone else get promoted, watching everyone else get raises, or even get their recognition for things you've literally have been doing forever? That's why we offer educational career development coaching designed for teachers, directors, and leaders who want to move up, earn more, and actually get their credit for the work they do. We work on interviews, resumes, salary negotiation, leadership confidence, communication skills, and how to stop letting your admin gaslight you into believing you're not ready yet. You are ready. You just need the strategy. Book your session at abbreviatedlearning.com and start moving towards the title, salary, and respect you deserve. Because stumbling through work is funny, but stumbling through your career is not. And we are back. With asking for a friend. First question. Hi everyone. I've been terminated twice during probation and daycare roles, and it has honestly left me shaken. I've recently accepted another ECE position, but I'm extremely anxious that the same thing might happen again. I'm doing my best to follow routines, learn quickly, and meet expectations, but the fear of being let go before probation ends is affecting my confidence. Any advice, perspective, or reassurance would really help right now. Thanks for reading. Okay, so let's talk about this realistically. Probation in childcare is often misunderstood. In theory, it's supposed to be a time of training, feedback, support, but in reality, it's more of a trial by fire period where you know educators are expected to adapt instantly to routines that may not be clear, consistent, or even reasonable. That doesn't automatically mean you're underperforming. Sometimes it means the environment itself could be unstable. Which brings me to the most important question you need to be asking yourself. And it is one a lot of educators never stop to ask. What the hell is happening in that classroom? Seriously. Look beyond yourself for a moment. Are routines actually established or do they change depending on who's in charge for the day? Are behaviors being supported, or are educators just expected to just handle it? Are transitions chaotic? I have lots of questions. And if the classroom is disorganized or is unsupported, probation becomes less about your skills and more about whether you can survive someone else's chaos quietly. So, you know, many strong educators have been terminated early in their careers and still have gone on to thrive. People like me, early in my career, I have never been fired, I have never been let go, so I just want to put that out there. So we're not even going to start that rumor. But there are many people that have. I'm not shaming it, I'm just saying. So what matters most is learning to tell the difference between needing growth and being placed in a broken system. So keep reflecting, lady, but don't do it in isolation or in self-blame. Question number two. I run a small multi-age center, home like setting. I'm not sure what home like means, which is really questionable. And have encountered the tricky situation of parents sending their children to daycare after giving them a laxative the day before. The child has diarrhea at daycare. I call home and they told me they were given a laxative. Do you have a policy around this? I'm wondering if it's too much to ask to be warned about it beforehand so I'm not panicking about a tummy bug. I'm fine changing the diapers and happy, constipated little ones feel better. But I'm also like, please, no more running poops purposely sent to daycare. Okay, let me this is what she said. Let me go back. This child has diarrhea at daycare. Okay, wait, we keep going. Basically, what she said is this happens more uh yeah, the tricky situation of parents sending their children to daycare after giving them laxative. Is that a thing, like a running thing that's happening with y'all? Like everybody's getting laxative. I have never heard of that, though it does happen, but for it to be like an outbreak, like a thing, like we just giving them diarrhea. I was about to make a really bad joke, but I'm not gonna do it. But um, yeah, this is one of those situations that makes you pause and say, maybe we all need to be on the same page, because there absolutely needs to be a policy just to answer your question, but your policy should be aligned with the health department's diarrhea exclusion guidelines because most departments are very clear. Diarrhea in group care settings require exclusion, especially when it's unexplained, frequent, causes blowouts that can't be contained, things like that. The reason isn't the diaper changing, it's it's the risk of transmission or sanitation concern. I guess for me, the weird part is when a child arrives with diarrhea and later you find out they were given a laxative. I look at it as policy is policy. If you have a certain amount of diarrhea, the child has to go home. They just shitting everywhere, and you're just picking and cleaning it up all day. Like that's unacceptable. And I would love to trust parents when they say that. But one, it sounds like you'll have an outbreak of laxative. But sometimes parents just lie, they're just liars, they're liars to your face, and they usually lie because they have to go to work and they can't take the day off or find someone to watch their child for that day, which is not my problem. We are not physicians, we are not here to diagnose children, and we have to look out for all children. Nothing is worse than when one child gets sick and then everyone else is sick. Imagine having to clean all of those diapers. I say all of this to say, follow your local health department guidelines. The policy is just the policy at the end of the day. And our final asking a friend. Hi fellow ECE teachers. I'm in charge of a classroom of 23 children aged four to five. Last week another teacher and I played hide and seek with a small group of children who were waiting to be picked up. They asked for it. At the time they didn't seem this there didn't seem to be an issue. Today, during a staff meeting with the same teacher present, she stated in front of everyone that we should not be teaching children hide and seek because it could encourage them to learn good hiding spots to hide from staff or their parents for fun. I was honestly a bit shaken. She was actively participating in the game with me, and if she had concerns, she could have addressed them at the time or spoken to me privately. Instead, it was brought up publicly and it felt somewhat judgmental. So I'm wondering, is hide and seek generally discouraged or not allowed in your classrooms? Have you ever been advised against it for safety or supervised supervision reasons? I'd appreciate hearing other perspectives. Also, we were not hiding or playing with them. I was watching them hide and she helped with counting for the bilingual kids. First of all, ma'am, if a four-year-old wants to hide, they're gonna hide behind the same three places every time. A bookshelf, a curtain, or directly in front of you with their eyes closed. Second, and this is important, you were there, co-teacher lady. You were counting loudly. So I guess I'm somewhat confused. I don't think she just likes you at the end of the day, is what I'm getting from this story. She mad at you because was this a safety concern, or was this just a performance she was putting on? Because if it really was that serious, she could have said something in the moment. Or B, she could have, you know, pulled you to the side, pulled you aside later. She could have, you know, part C not participated in the first place. But instead, she chose option D, public shaming. Shame. No. That's for the Game of Thrones people. Shame. But uh this is the thing that gets me. If hide and seek is dangerous, then someone needs to explain the peekaboo immediately. Because that's clearly step one in the underground hiding curriculum. I swear, sometimes we put more emphasis on things that aren't really that important. You know, but you know, God forbid children play a developmentally appropriate game while supervising. She just needs to go chill out because she just don't like you at the end of the day. And we'll be right back. You know that moment in your day. The one when you stop, stare into the fluorescent lights, and think, there has to be a better way than whatever nonsense way we're doing right now. The best practice series is that better way. Because these books, they're short, they're friendly, they're written in plain English, and not that education jargon sprinkled with fairy dust language. Hand them to your team and say, please, just do it like this so I don't lose my last good nerve. We've got guides on tours, policies, communication, safety, programming, and all the daily madness that nobody warns you about. And the best part, your team will get it, your families will feel the difference, and you get to breathe like a normal human again. Grab your copies at abbreviatedlearning.com or just risk another week of someone asking, wait, what's that procedure again? We are back with our interview question for today. The question is, how have you responded to a colleague who has put you down at work? And then if they respond with, I don't tolerate disrespect, so I shut that shit down immediately. I had to flip a table, Medea style. Don't hire them. Do not hire them, but some of y'all will because you hire out of desperation. The question is not asking, did someone hurt your feelings? The question is asking, can you manage conflict without escalating it? Do you understand professional boundaries? Will you embarrass co-workers in a meeting? Are you going to be a headache for me? Basically, when someone tries you, do you spiral or do you handle it like a grown-up? That's what I'm asking. Are you a grown-up today? That's the type of language we're using. Are you just a grown-up? Not an adult, not mature. Are you a grown-up? That's what it's asking. That question wants to know if you can stay calm under pressure, if you can advocate for yourself respectfully, if you can separate feedback from your ego, that's a good one, and keep the workplace functional. That's it. That's what the question is. And the question is about emotional intelligence, not justice. Now, here's the part where we sound mature, even if we weren't feeling mature in the moment, this is the answer that you want to hear. This is the answer that you want to give. When I've experienced that, I focus on addressing it calmly and respectfully. I typically act to speak with a colleague privately to clarify what was said and how it came across. And you know what? If there is constructive feedback involved, I'm opening to hearing it. I just prefer to be specific and communicate it respectfully. That approach has helped me resolve misunderstandings while maintaining positive working relationships. Come on now. Notice what that answer did. See, that answer said I don't ignore issues, it said I don't blow up at them, it said I don't embarrass people, and it said that you don't take things personally. It also kind of quietly said I'm not the problem. But hey, if they flip a table, listen to the whole story. Ask questions, get all the tea that you can get because the shit sounds entertaining, and I am here for the mess. I am here to hear some crazy shit in an interview. I want you to tell it all to me, but let me tell you at the end of it, we didn't kiki, we didn't have us a good time. You're probably thinking, like, oh my gosh, this was the best interview I've ever had. Guess what? I am not hiring you, but I'm gonna take the story so I can tell you all the story. So that's just where we're at. Do not hire them, don't hire them, but you know, listen to the story, and we'll be right back. Listen, if your center or program is currently held together by tape, caffeine, and vibes, you might need consulting, and that's where abbreviated learning comes in. We work with childcare centers, studios, and youth programs that are doing their absolute best while simultaneously drowning in staffing issues, quality, enrollment gaps, and with that one parent who emails 14 times a day. We help you streamline your systems, fix the operational chaos, train your teachers, and get the program functioning like you're not just winging it every morning at 6 a.m. Whether you need policies, tours, staff development, or someone to just look at your program and say, okay, here's how we unjanky this. We're here for you. Visit abbreviatedlearning.com to book consulting for your center or program because stumbling through work is funny on the podcast, but not in real life. Okay, it is policy time. And remember, something became a policy because someone then messed this shit up for all of us. And today we're talking about resignation. Quote, employees must provide a two-week written notice when resigning. Failure to do so results in being ineligible for rehire and forfeiting remaining sick and vacation time. And I know I can already hear it. That's cold, that's punitive, that's capitalism being loud. But let's talk about actually why this is here. On paper, I get it. It sounds very HR, we mean business, we're not here for the shits. I get it. It says resignation must be written, two weeks, no notice equals no rehire, and no unused time paid out. And immediately people ask, Well, why do I owe you two weeks? What if I was burned out? What if the job sucked? Valid questions. Those are valid questions, but policies are not written for the best case employee, they're written for the wildest scenario someone has already lived through. Let me translate this policy into plain language. This policy exists because at some point someone quit with zero notice on a Friday, probably mid shift when they went to lunch via text, leaving children, co-workers, and ratios in chaos. That's what happened. And then everyone else had to scramble for coverage. Uh, we're breaking ratios, we are, you know, canceling people's time off. You know, people are working doubles, all type of crazy shit. So, yes, someone that messed this shit up for everyone. Now, the two-week notice isn't about loyalty, it's about operational survival, especially in childcare where ratios matter, consistency matters, and children are not interchangeable widgets. Their routine is now being impact, who they see daily. So, let's work on the process of getting them out in a way where it's acceptable and not shocking for children. This is an area in a field where you just can't figure it out, or you should not be operating as just figure it out. But let's talk about the written part because people really hate that. Why can't I just say it verbally? I mean, I I don't quite understand why I was, you know, I told you in passing, no, because verbal resignations turn into well, I never said that. I said I was I was thinking about it. Well, I didn't mean today, or you know, I say that all the time, I was just mad. Written notices protects the employee, it protects the employer, it creates a clear timeline for understanding and removes any type of confusion that there may be. Because this is not about control, this is about documentation, because workplace runs on receipts. Now, the part that people really don't like, failing to provide notice makes you ineligible for rehire and forfeits remaining sick and vacation time. Depending on where you live, the state that you live in, or your jurisdiction, you may or may not have to pay out vacation PTO time. I live somewhere where we don't have to pay that shit out, so deuces kick rocks, but there are places that do have to pay that out. So if you're one of those places, sorry, sucks for you. But if you leave without notice, you're saying I am prioritizing my immediate exit over the impact of the problem. Which now listen, you are allowed to do, but actions have consequences. Being ineligible for rehire is not a punishment, it is a boundary. Because this says the role requires reliability, and if you let if you left us scrambling once, why would I risk it and do that again and put myself in that same situation? First time, shame on you. Second time, shame on me. And unused PTO. That's not this is not a savings account. Just hate to tell you, it is not a savings account. It's a benefit tied to professional separation, not disappearance. This policy is not this policy is not for emergencies, unsafe workplaces, you know, situations where you need to leave immediately for your well-being. Those situations require conversations and not just, you know, a handbook citation. But for the majority of resignations, the policy exists to protect children, co-workers, schedules, and the program's ability to function. Because when one person leaves without notice, everyone else pays for it. So why is this a policy? Because someone quit without warning and left chaos behind. And this policy isn't about being heartless, it's about being honest. You are free to leave, but you are not free from the impact of how you leave. I'm just saying. So, well, that's all that I have for you all today. I want to thank you for listening. Thank you for caring. Thank you for showing up for your children, especially the ones who don't have the words to explain their fear. And remember, policies aren't personal, but they are absolutely written in response to somebody's bad day. And get people on your team who, you know, can act like an adult when they're annoyed. Until next time, take care of your kids, take care of your families, and take care of you. Bye. Alright, that's another episode of Stumbling Through Work where educators figure shit out. If today made you laugh, think, or just say, Wow, that's my life, go ahead and subscribe and leave a review. Or share this with another educator who's one licensing violation away from quitting. I'm Jared Huff. See you next time, probably stumbling, but still showing up.