 Yeah, let me start first and then if I talk too much please stop me. Yeah, maybe in the beginning a few general words as Margarete introduced, Iggy Metall did a lot of working time policy but not always, let's say. We had the big times of working time policies in the 80s where Iggy Metall went on strike for the 35-hour week, very successfully in Germany, so now we have a weekly working time of 35 hours in the German metal industry and then, yeah, there was a period of silence around working time policy I would say. This had several reasons because I think you have waves of issues in trade union policies and after reaching the 35-hour week in the west of Germany, you have to say, Iggy Metall did a lot of other things, we invented new wage systems in the metal industry so we did a lot of other things and in the meanwhile working time policy went from a collective issue, from a trade union issue to an issue more dealt with in the companies, which meant that we faced a lot of flexibilization of working time in the companies, working time became longer than before and also important working time in the companies became more unhealthy, so we had an increase of unhealthy shift systems, for example, so yeah, a lot of developments in working time which have not been really in favour of the workers, so yeah, voices in Iggy Metall became louder and louder to go back to working time policies, but it was not so easy to be honest and Iggy Metall made a lot of effort during the last, I would say, seven until five years to get working time as an issue back on the agenda. We did two big surveys, the second one especially on working time. We did a big working time campaign which led into an negotiation round in 2018 where we came to new regulations on working time, as Magarita already mentioned, we have to say that this was not easy for us, we needed industrial action, we needed strikes to achieve those new regulations and I will come back to this, but I think what was the most important for the people was to get more self-determination on their working time again and then we reached this result, you see there maybe you remember them because I presented it in the last meeting of the network already, that's why I want to keep it short. We got a new regulation that certain kind of people, people who are taking care of children of elderly or people who are in shift work get a choosing option, they can choose if they take some kind of annual extra money or if they take eight days off instead and we achieved the right to reduce full time and go back on full time after that. And yeah, these were the two options we achieved and yeah, now we are on a different point in the debate again, I mean we are only two years later, but as mentioned before, we are now in one of the biggest crisis you can imagine and discussion on working time and especially on working time reduction is back on our agenda. You can see there that in 2018 we had a focus on individual needs in the reduction of working time because people said we want to have more self-determination with our working time and now because of the crisis we are going a bit back on the collective view on working time. But I will come back to this later and look at the time. So what we can say after our negotiation round and collective bargaining struggle in 2018 was that achieving those new options for workers on working time strengthened the self-confidence of our colleagues in the companies and also strengthened IG Metall as an organization. That has also to do something with the fact that we had industrial action on this because I think if you have industrial action on an issue then the workers are very proud on it and they are taking those regulations much more as their own ones because they have been fighting for it. What we also achieved is that after a period of working time being seen as a very difficult, very heavy issue I would say for shop students that we now saw that working time is again a successful field of action in the companies and also for IG Metall and the new options are broadly used. In 2019 260,000 workers used this option of 8 free days instead of money and in 2000 more already more than 340,000. So you see that workers are very keen on getting more free days even if they lose money because they can change the money into free days. What is interesting in this is that in this changing option money into time is more worth than money because if you would simply count the money you can change into time would be 6 days but people get 8 days. So this is also part of wage compensation let's say. We mentioned to get more, we didn't but at least we got something and the reduced full time is also used by around 10,000 workers annually. This is not so much like the other option of course but it's good for those who would need it. So this is what we did two years ago and if I'm talking about that I have the feeling I'm talking about something historic because we are now on a completely different point in our discussion to be honest. So what are the perspectives of working time policy for Iggy Metall how to continue? For Iggy Metall it is clear that we are further going for either collective and individual options to reduce working time. We discussed this in our congress last year and it was clear that we will go for this further. But now we have three big challenges let's say which determine our discussion about working time. The first one is of course the digital, ecological and social transformation which affects, it was said before, a lot of our sectors very, very heavily. If we talk in the automotive industry or in the supplies industry about ecological and digital transformation we are talking about a really huge transformation with a lot of impacts for the workers of course. So this is a bit the mid-term, long-term perspective we have. Second perspective is of course that we are now in a deep and worldwide economic crisis. And those two things coming together we as Iggy Metall are facing very concretely a lot of struggles and companies for employment and for the future of sites. Because you can see in this picture that we are discussing now about a loss of 220,000 jobs in the metal center. We collected the announce of layoffs of big companies and these are only the big companies you see here. It started mid of last year and of last year that big companies started to announce layoffs. And it was because the crisis began let's say but I think those layoffs had to do a lot with the transformation which is going on. And then they knew they wouldn't need so many workers in the future. And you see if you count them all together that we are talking about 220,000, a loss of 220,000 jobs it's not clear that this will come of course. It's only what they announced and now we are discussing and fighting about that let's say. But this is a challenge for us as trade union of course. So our perspective is now to say again very loudly that working time reduction is an instrument to safeguard employment and this it's an instrument for the current crisis as well as for the transformation which is a more longer or midterm issue. Because the transformation will lead to more productivity in the companies I mean that's the goal of the whole thing that's why they are doing it. And it will of course also to lead to over capacities in the companies and working time reduction can safeguard employment in the longer run via the distribution of the remaining work to more workers. But for us as trade union of course it's very important to always to say that no matter about which kind of working time reduction we are talking workers must be able to afford it. So, it's not an issue for us to say we reduce working time without any wage compensation. So, in, in last summer eager metal made a proposal which was discussed very broadly and in the public and in the media. And we proposed an option for companies with employment problems to reduce working time to fold for days per week with at least partly wage compensation. To say it clearly it's not a collective reduction of working time for everybody to a four days working week. We are discussing about an option for companies with employment problems to do this. Why we are saying that maybe I can I can tell something about that later. And as I as I mentioned here we are talking about a model of four days and eight hours working day that would mean 32 hours per week. Yeah. The main arguments that we discussed in the proposal is that this was would be an answer to the structural change in the automotive and supply sector because we say transformation must not lead to Mars layoffs but to work for everybody. And of course in the current crisis. It's also a reason for us that industrial jobs and companies can be saved via shorter working time because to save the the industrial structure of an of an economy is for us. The key for working economy in the future. And third argument of course an improved work life balance for the workers because we still see that full time workers have the wish to work shorter due to a better work life balance. And last but not least less commute less commuting more climate protection. There are studies I think this one is not the only one that if only 10% of the workforce would stay at home one day per week that would mean a reduction of 850 million kilogram CO2 plus less stress for the workers in the traffic and lower cost for commuting. So this could be actually a win win situation there are a lot of more arguments of course but due to the time I will stop with those four and we can talk about the others later. So what is important for me here is that just to make clear that, of course, you can tell is one of the organizations saying we need working time reduction to safeguard jobs. It's important to think this all the struggles for working time reduction together, and you see that for example, the climate aspect is one of our main arguments to reduce working time so we try to to get things together to get different discourses together, and also to link to the to the progressive discourses, which we have in the society and I think the one of the climate protection is one of the most important moment. We got good media response in the in the public for for this proposal. And of course we had a broad discussion in Eagle metal and within our members and in our collective bargaining bodies, and we are discussing currently in our collective bargaining bodies which means in the in the commissions of the shops here it's meeting and discussing for which demand we will have in the next collective bargaining round, if we want to have this this proposal as a demand for the next negotiation. Our negotiations will start in December, and will then go into the next year so this is an open question at the moment, but I think we will do something on that in the next collective bargaining round. And of course we get harsh critics from the employers. There was the boss of the metal of the employers federation who said this is poison for the metal industry, and the other interesting statement was from from employers federation from Bavaria, who said, yes, this would be a possible option but of course only without wage compensation so you see which struggle we will have to fight if we are going for that. Yeah, and this is my last point we are going now into the negotiations in the metal sector. These negotiations will be very challenging, let's say because the issues are big and we have to do all this under the corona conditions. And of course this is something completely new for us. I mean, to do industrial action under these conditions of people not being allowed to meet with a lot of people and all the fear people have or the restrictions we have. It will be, well, a very interesting experience how to do a collective bargaining round, especially in such a situation and with such issues for us this year and next year. Thanks.