 The monitoring really comes down to the idea that if the employer, in many cases, or the person who put you subject to the NDA, hears something they don't like, they are going to engage in enforcement potentially. Enforcement is not a good look, so sometimes they don't. But the reality is these things are kept broad, to Chase's point, specifically to generate litigation. Whether it's enforceable or not, who can afford a six-figure litigation to fight back?