Sixth-Day Adventist vs Seventh-Day Adventist – Whole Dude

Whole Dude – Whole Work – Whole Adventist

This article is dedicated to the loving memory of Jessica Cole, my relative who lived in Bangalore (Bengaluru), India as a member of the Seventh-Day Adventist Church. She inspires me to formulate the Sixth-Day Adventist Positive Work Culture.

Sixth-Day Adventist vs Seventh-Day Adventist: God’s Work for Six Days precede God’s Rest on the Seventh Day

**Whole Dude – Whole Work – Whole Adventist: Sixth-Day Adventism – God’s Work for Six Days precede God’s Rest on the Seventh Day**

Man has come to know about God for God worked for Six Days before He declared His Essence. I can describe my essence (What I am) if and only if it is preceded by my existence (What I do). While existing in the earthly realm, my claims about my true essence, that which makes what I am, true substance underlying my physical manifestation, the most important quality of my human form, exists only in the language it is expressed, or in the mind in which it is conceived. My claims about my essence will be valid if it has correspondence with an external reality.

Sixth-Day Adventist Work Culture vs Seventh-Day Adventist Sabbath Culture

Whole Dude – Whole Work – Whole Adventist: Sixth-Day Adventism – The Sabbath is made for man, not man for the Sabbath. Sixth-Day Adventist vs Seventh-Day Adventist. The formula for Positive Work Culture.

The Seventh-Day Adventists believe that the Sabbath should be observed on the seventh day of the week, i.e. from Friday sunset to Saturday sunset. I coined the phrase Sixth-Day Adventist to give my highest priority to God’s Commandment asking man to perform labor or work for Six Days. In my analysis, God ordained a Six-Day Work Schedule without which man cannot seek the blessings of Sabbath. The Rudi-Grant Connection at Whole Foods follows the Six-Day Weekly Work Schedule.

In my view, the ‘Essence’ and ‘Identity’ of a thing can be described if, and only if the thing had a past ‘Existence’, or is existing in the present, or has the potential ability to exist in the future. Essence and Identity are predetermined by the requirement called ‘Existence’.

Existence becomes the defining feature or chief attribute of all things. And, without the fact or reality called Existence, no truth can be known, and things have no Identity or Essence.

The word ‘Essence’ (Latin. Essentia) describes that something which makes an entity what it is; intrinsic, fundamental nature, the most important quality of something to constitute its essential being. Essence is used to describe the inward nature of anything that is important to know its manifestations that can be physically observed. The word ‘Spirit’ or ‘Soul’ are often used to describe the ‘true’ or unchanging principle of man for man’s physical identity is not constant.

The term ‘Identity’ (Latin. idem) means the same (Sanskrit. idam). The Latin word identitas is related to Latin. essentitas and hence Identity and Essence are always related and they help to know the thing or entity that they describe. Identity is about the condition or fact of being the same, or exactly alike, sameness or oneness.

In modern times, identity is about the condition or fact of being a specific person or thing. Whereas the term ‘Individuality’ describes the sum of characteristics or qualities that set one person or thing apart from others. Individuality is the condition of the Individual who exists as a single, separate, or particular thing. For man, his Individuality sets him apart from all other men. The term ‘Existence’ (Latin. existere, or exsistere) is about the act of existing, the state, or the fact, or the reality of actual being. Existence demands that the thing or entity must come forth, stand forth, to manifest, living, or being alive. The term ‘Unity’ implies the state of being united to make something complete in itself, the quality or fact of being a totality or ‘Whole’. Unity is used to signify a Complex, the product of a Union of related parts, or an arrangement of parts that will produce a single, harmonious effect. Unity is thus concerned about the ‘Effect’ it generates while a thing could be made up of diverse elements or individuals. For human body is constituted by trillions of Individual, and Independent Living Units called Cells, the ‘Effect’ called ‘Unity’ is of fundamental importance to know man’s Essence, or Identity that is manifested by his Existence.

Existence (What you do) always precedes Essence (What you are). What God did for Six Days is the fundamental basis for knowing God’s Essence.The Seventh-Day Adventism fails to guide man to Work for Six Days in commemoration of God’s Work for Six Days. For a true Adventist, the preparation for the Second Coming involves working for Six Days rather than laying emphasis on the Seventh-Day.

**Whole Dude – Whole Work – Whole Adventist: Sixth-Day Adventism – The Sabbath is made for man, not man for the Sabbath**.

“The sabbath was made for man, and not man for the sabbath” (Mark 2:27). These words of the Savior remind us that the Sabbath day was meant to be a blessing rather than a burden to those who observe it.

The Concept of Positive Sixth-Day Adventist Work Culture is inspired by God’s Work Week:

The details of God’s Work Week are vividly described in Genesis, Chapter 1.

**Whole Dude – Whole Work – Whole Adventist: Sixth-Day Adventism – The Sabbath is made for man, not man for the Sabbath**. The benefits of Sixth-Day Adventist Positive Work Culture

Six is a number perfect in itself. God created the world and the man in Six Days because this number is perfect. For that reason, the man must also choose a Six-Day Work Week.

Six-Day Work Culture vs Seventh-Day Sabbath Culture – Supreme Court Broadens Protections to Workers

**Sixth-Day Adventism – The US Supreme Court defends the Right to Labor for Six Days in a Week**

Sixth-Day Adventism – God’s Work for Six Days precede God’s rest on the Seventh Day

As in most industrialized countries, the Standard Work Week in the United States begins on Monday and ends on Friday. During the Depression, President Herbert Hoover called for a reduction in Work Hours in lieu of layoffs. Later, President Franklin Roosevelt signed the Fair Labor Standards Act of 1938, which established a five-day, 40-hour workweek for many workers.

The Fair Labor Standards Act (FLSA) is fundamentally flawed for it is not inspired by the Sixth-Day Adventist Positive Work Culture.

The Concept of Positive Sixth-Day Adventist Work Culture is inspired by God’s Work Week:

Six is a number perfect in itself. God created the world and the man in Six Days because this number is perfect. For that reason, the man must also choose a Six-Day Work Week.

Supreme Court broadens religious protections for workers

Unanimous ruling finds employers must show ‘substantial increased costs’ to deny an accommodation

By Ryan Tarinelli

Posted June 29, 2023 at 1:22pm

The Supreme Court broadened religious protections for workers Thursday in a ruling that clarified when employers can refuse religious accommodations for workers.

The unanimous opinion, written by Justice Samuel A. Alito Jr., found that employers must show that granting such an accommodation would lead to “substantial increased costs” in relation to the conduct of its business.

Alito wrote that justices are “brushing away” an incorrect interpretation of a previous Supreme Court case on Title VII of the Civil Rights Act. He pointed out that a diverse group of religious organizations contended that the interpretation had “blessed the denial of even minor accommodation in many cases, making it harder for members of minority faiths to enter the job market.”

The case stems from a suit brought by a rural mail carrier in Pennsylvania, Gerald Groff, who quit rather than deliver Amazon packages on Sundays, citing his Christian religion. He then sued the U.S. Postal Service for discrimination.

The U.S. Court of Appeals for the 3rd Circuit ruled in the Postal Service’s favor, citing a landmark decision from the Supreme Court in 1977, Transworld Airlines, Inc. v. Hardison, which found employers did not have to bear “undue hardship” to accommodate employees’ religious observance.

In court filings, Groff argued that the 1977 decision tamped down on the religious rights of employees that Congress meant to protect in the 1972 amendments to the Civil Rights Act.

The 3rd Circuit and other lower courts — based on a line in the 1977 decision — interpreted “undue hardship” to mean any cost or effort that is more than “de minimis,” Alito wrote in the ruling.

But that interpretation is “erroneous,” Alito wrote, and “may have had the effect of leading courts to pay insufficient attention to what the actual text of Title VII means with regard to several recurring issues.”

“We think it is enough to say that an employer must show that the burden of granting an accommodation would result in substantial increased costs in relation to the conduct of its particular business,” the opinion states.

The Supreme Court found that the law requires that an employer reasonably accommodate a worker’s religious practice, “not merely that it assess the reasonableness of a particular possible accommodation or accommodations.”

“This distinction matters. Faced with an accommodation request like Groff’s, it would not be enough for an employer to conclude that forcing other employees to work overtime would constitute an undue hardship,” the court ruled. “Consideration of other options, such as voluntary shift swapping, would also be necessary.”

Some congressional Republicans had backed such an interpretation in briefs filed in the case.

The Biden administration had argued that the court should leave the issue for members of Congress, who have spent decades considering and rejecting a higher standard to accommodate religious employees.

The Justice Department told the justices that Groff asked “this Court to do what Congress would not” by rewriting the law.

The existing law may provide too little protection for religious workers, according to the Biden administration brief, but “that argument should be directed to Congress, which is better positioned to weigh the competing interests in this sensitive area and strike the appropriate balance.”

U.S. Supreme Court buoys religious employees who seek accommodations at work

By Andrew Chung

June 29 (Reuters) – The U.S. Supreme Court on Thursday bolstered the ability of employees to obtain accommodations at work for their religious practices, reviving a lawsuit by an evangelical Christian former mail carrier accusing the Postal Service of discrimination after being disciplined for refusing to show up for work on Sundays.

The 9-0 ruling threw out a lower court’s decision rejecting a claim by Gerald Groff, a former mail carrier in Pennsylvania, that the Postal Service’s actions refusing to exempt him from working on Sundays, when he observes the Sabbath, violated federal anti-discrimination law.

Groff’s case centered on a federal anti-discrimination law called Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on religion and other factors including race, sex and national origin.

Under Title VII, employers must make allowances for a worker’s religious observance or practices unless that would cause the business “undue hardship” – which the Supreme Court in a 1977 case called Trans World Airlines v. Hardison determined to be anything imposing more than a minor, or “de minimis,” cost.

The court in Thursday’s ruling clarified the Hardison precedent. Conservative Justice Samuel Alito, who authored the decision, wrote, “We hold that showing ‘more than a de minimis cost,’ as that phrase is used in common parlance, does not suffice to establish ‘undue hardship’ under Title VII.”

Alito added, “We think it is enough to say that an employer must show that the burden of granting an accommodation would result in substantial increased costs in relation to the conduct of its particular business.”

Groff’s attorney Aaron Streett praised the ruling, saying, “This is an important victory for Americans of all faiths, who may now follow their religious consciences in the workplace.”

Groups representing some religions that are in the minority in the United States including Islam, Judaism and Hinduism had backed Groff in the case, saying they are disproportionately denied religious accommodations, forcing them to choose between their religion and their jobs.

US Supreme Court Issues Historic Ruling Strengthening Religious Accommodation Protections for Workers

In a unanimous decision issued on Thursday, June 29, the United States Supreme Court has discarded decades-long precedent by strengthening legal protections for workers whose religious beliefs conflict with their job obligations. The ruling in Groff v. DeJoy is expected to have a significant impact on job opportunities for Americans of various faiths who have frequently faced challenges due to their Sabbath-keeping practices. The Court’s decision will reshape how businesses offer religious accommodation under Title VII of the Civil Rights Act of 1964.

The legal team representing Groff included Adventist attorney Alan Reinach, who serves as director of Public Affairs and Religious Liberty for the Pacific Union Conference of Seventh-day Adventists. During the appeals process, First Liberty, a prominent religious freedom advocacy group, joined the litigation team and recruited appellate counsel Aaron Streett from the law firm Baker Botts, LLP. The case was argued before the Court on April 18, 2023.

Speaking for the General Conference of Seventh-day Adventists and its North American Division, Todd McFarland, Deputy General Counsel, who also wrote the amicus brief filed by the church, said, “We are very pleased this morning that the Supreme Court took an important step towards protecting people of faith in the workplace. No one should have to choose between their job and their faith. Today’s decision reaffirms that employers cannot use an employee’s religious belief as an excuse to terminate them.”

A diverse group of faith-based and religious liberty organizations filed amicus briefs with the Supreme Court supporting Groff, including the General Conference of Seventh-day Adventists, The American Center for Law And Justice, The Sikh Coalition, the Union of Orthodox Jewish Congregations of America, the Council on American-Islamic Relations, the Church of Jesus Christ of Latter-day Saints, the American Hindu Coalition, the Becket Fund for Religious Liberty, and the Baptist Joint Commission.

Drawing on the 1977 case, employers only had to suffer a bare minimum amount of hardship to justify denying religious accommodation to an employee,” Reinach said. “This standard neutered the law and led to the termination of employment for literally thousands of Americans of all faiths. Seventh-day Adventists were especially harmed in that hourly wage workers are frequently assigned shift schedules including Sabbath hours.”

The Supreme Court’s ruling in Groff v. DeJoy not only acknowledged the unfair burden placed on workers with religious conflicts but also highlighted the need for a more robust approach to religious accommodation.

The ruling is expected to have far-reaching implications for workers across the country. By raising the standard for employers to justify denying religious accommodation, the Court’s decision provides greater protection for employees with sincerely held religious beliefs. It sends a clear message that employers must make reasonable efforts to accommodate their employees’ religious practices, even if it requires some degree of hardship.

The decision in Groff v. DeJoy is seen as a significant victory for religious freedom advocates who have long argued for stronger legal protections. It marks a shift toward a more equitable approach that recognizes the importance of accommodating the diverse religious practices of American workers. As a result of this ruling, employees who face conflicts between their job requirements and their religious beliefs can expect increased opportunities to obtain reasonable accommodations from their employers.

Attorney Mitch Tyner, retired associate general counsel for the church and also a former Capitol Hill liaison, was both pleased and cautious about the Court’s decision. “First, kudos to Todd McFarland and team who finally got the court to right a wrong from fifty years ago,” Tyner said. “I spent more than 40 years working toward that end, and they were able to get the job done. That said, note that the opinion leaves lots of wiggle room for lower courts to decide what constitutes a substantial cost increase in each case. The Court has changed the recipe to be used to arrive at a correct decision. But remember, the ultimate proof is in the pudding, not in the recipe.” As the ruling sets a new precedent for religious accommodation, it remains to be seen how rapidly employers will adapt their policies and practices. Further litigation to clarify the Supreme Court’s new thresholds is anticipated. It is clear, however, that this decision marks a significant milestone in protecting the rights of workers with religious conflicts.

Sixth-Day Adventist Positive Work Culture Plan for Employee Wellness

***Sixth-Day Adventist integrated plan for physical, mental, social, moral, and spiritual wellbeing of all classes of workers***

Professional Wellness Month is celebrated each year in June and it throws light on the workplace’s role in creating a holistic environment for employees. It also focuses on how organizations that place emphasis on professional wellness are largely successful, attract top talent, and drive employee retention.

I ask my readers to reject the assumptions and the criteria described by the Fair Labor Standards Act as they contribute to Unequal Employment Opportunities at the American Workplace. As such the Fair Labor Standards Act is not consistent with the Natural Law principle of Equality that formulates the Supreme Law of this Land. We need just one plan to promote the wellness of all workers without making any distinctions such as the hourly wage earners and the salaried class imposed by the US Labor Law FLSA.

Holistic Wellness at Work:

In order to undertake a holistic and personalized approach to care, this will require that employers look beyond the immediate or perhaps visible needs of their employees, and instead seek to offer care that will support them as a whole person, including their

Cultural needs (i.e. expression of self, sense of identity, values, beliefs, practices; cultural capability or competency, awareness, and safety; linguistic support)

Financial needs (i.e. money for housing, transportation, utilities, food, tuition, health care)

Mental and emotional needs (i.e. mindfulness, self-efficacy and self-esteem, coping strategies, resiliency, hope)

Physical health needs (i.e. exercise, nutrition, sleep, drug use)

Physiological needs (i.e. air, water, food, shelter, clothing)

Safety needs (i.e. security of body, employment, and resources; law and order, and stability)

Social needs (i.e. strong social networks, friendship, love, intimacy, family planning, home, and family maintenance)

Spiritual needs (i.e. connection to others, sense of belonging, meaning, and purpose)

Self-actualization needs (i.e. self-fulfillment, personal growth)

An integrated approach to Physical, Mental, Social, Moral, and Spiritual Wellbeing

**This painting the Vitruvian Man( c. 1492 ) by Leonardo da Vinci displays a spirit of scientific inquiry. What is Man? The understanding of human nature will help to promote man’s well-being.** **Sixth-Day Adventist integrated plan for physical, mental, social, moral, and spiritual wellbeing of all classes of workers**

Our efforts to support the well-being of Man get affected by our understanding the ‘real’ or ‘true’ nature of Man. I recognize Man’s Existence with Seven Forms or Dimensions. These are, 1. the Physical Being described by Human Anatomy, Human Physiology and other Medical Sciences, the human being in health and sickness, 2. the Mental Being, the intellect, thoughts and emotional states of Man described by Psychology and Psychiatry, 3. the Social Being described by Social Sciences, 4. the Moral Being described by Moral Science and Ethics, the power of discernment used by Man to make distinction between good and evil, and right and wrong, 5. the Spiritual Being described by Vital Power, Animating /Sensible Properties, and Conscious/Cognitive abilities of Man’s Corporeal Substance that develops and builds the cells, tissues, and organs of Human Body, 6. the Created Being which is reflected in the existence of man as an Individual with Individuality without any choice, and 7. the Rational Being which directs man to reconcile his behavior with his true or real nature that makes the man to review the actions performed in the external environment.

The Six Dimensions of Man contribute to six kinds of Behavior of Man; the physical, mental, social, moral, spiritual and creative facets of Behavior. For example, muscle cell displays the behavior of contraction in response to a stimulus; it is able to contract because of its contractile nature which gives it the power of contracting.

I account for Spiritual Dimension of Human Nature as that of generating a Singular, Harmonious Effect in the working of trillions of cells giving Man power or ability to perform his living functions such as Respiration and display his characteristic Behaviors like Feeding, and Reproduction.

The Diagnosis of Good Health is better than the diagnosis of ill-health

The Diagnosis of Good Health is better than the diagnosis of ill-health: The Diagnostic Process must begin before a person experiences a health problem.

To diagnose ill-health is easy. The sick person may describe his ailments. In addition to a person’s subjective symptoms, ill-health shows objective manifestations. The art of clinical diagnosis in sickness and disease involves the use of signs and symptoms attributable to specific conditions that affect the state of health of an individual. However, the mere absence of ill-health does not necessarily mean that the person is positively healthy. Health, like beauty is often a matter of subjective impression. But, while beauty is in the eyes of the beholder, the diagnosis of perfect and positive health is a verdict rendered after a carefully executed medical examination. The Diagnostic Process must be applied to the evaluation of the man to diagnose the condition called Good, Perfect, and Positive health. Medicine is not merely the Art of Diagnosing ill-health and it is equally the Art of Diagnosing Good and Positive Health.

The Rudi Connection at Whole Foods arrives at the Concept of Whole Medicine

SPIRITUALITY SCIENCE – WHOLISTIC MEDICINE: THE DEFINITION OF WHOLE PERSON. 1. CONSCIOUS BEING, 2. PHYSICAL BEING, 3. MENTAL BEING, 4. SOCIAL BEING, 5. MORAL BEING, 6. SPIRITUAL BEING, and 7. CREATED BEING. This entire Human Organism is derived from a Single, Fertilized Egg Cell.

I define the phrase “Whole Medicine” as a systematic study of the Physical, Mental, Moral, Social, and Spiritual aspects of Man’s Well-Being in relation to health and disease while the man exists as a Created Being.

**The Rudi Connection at Whole Foods defines the Concept of Whole Medicine**

Yes indeed, Life is Complicated. The complexity of Life includes not only the complicated problems of shopping for healthy foods but also the problems of shopping for Wholesome Health Care.

SPIRITUALITY SCIENCE – WHOLE MEDICINE: If man is viewed as a “WHOLE” Organism, the organism is derived by the growth, multiplication, and development of this “Whole Cell”, the fertilized Ovum. I am advocating a systematic study of the Physical, Mental, Moral, Social, and Spiritual aspects of man’s well-being in relation to health and disease. Such as study must include the concept of this “WHOLE CELL” which has all the attributes that can be observed in man

In my view, Medicine must be concerned with the status of man in the universe, in his natural environment, in his social community while the man exists as an individual with individuality. In other words, Medicine as a Science must primarily be concerned with the biological basis for the reality of man’s physical existence in the world. A systematic study of the biological basis of human existence would demand the study of Soul and Spirit as the vital, animating principle found in all living things. I seek the existence of Soul and Spirit in a substance that is basic to life activities. Spirit or Soul must be found in a living material substance that is responsible for all living processes. The term Soul and Spirit belong to the materialistic realm where the physical reality of man’s biological existence is established. Further, I do not intend to use the term Soul or Spirit as a metaphysical or transcendental reality independent of the living organism. I define the phrase “Whole Medicine” as a systematic study of the Physical, Mental, Moral, Social, and Spiritual aspects of Man’s Well-Being in relation to health and disease while the man exists as a Created Being.

Sixth-Day Adventist vs Seventh-Day Adventist. My Six-Day Weekly Work Schedule

**Sixth-Day Adventist vs Seventh-Day Adventist. The formula for Positive Work Culture**

The Seventh-Day Adventists believe that the Sabbath should be observed on the seventh day of the week, i.e. from Friday sunset to Saturday sunset. I coined the phrase SixthDay Adventist to give my highest priority to God’s Commandment asking man to perform labor or work for Six Days. In my analysis, God ordained a Six-Day Work Schedule without which man cannot seek the blessings of Sabbath. The Rudi-Grant Connection at Whole Foods follows the Six-Day Weekly Work Schedule.

**June is Professional Wellness Week – The benefits of Sixth-Day Adventist Positive Work Culture**. **This article is dedicated to the loving memory of Jessica Cole of Seventh-Day Adventist Church, Bangalore (Bengaluru), India.**

This article is dedicated to the loving memory of Jessica Cole, my relative who lived in Bangalore (Bengaluru), India as a member of the Seventh-Day Adventist Church. She inspired me to formulate the Sixth-Day Adventist Positive Work Culture.

**June is Professional Wellness Week – The benefits of Sixth-Day Adventist Positive Work Culture**

The U.S. Working Week

Benefits of a Healthy Work Culture

The benefits of a healthy workplace culture are innumerable. Some of the most astounding benefits that a strong culture has to offer include

Highly engaged and productive teams—Research shows that when employees view their organization’s culture positively, they are 3.8 times more likely to be engaged at work; in fact, a staggering 89 percent of “highly engaged” employees claim that the culture in their organization is positive.¹ Some of the markers that are associated with increases in employee engagement rates include workplace connections²; clear communication around organizational goals, objectives, and plans for implementation or execution³; community, inclusivity, and teamwork; learning and development opportunities⁴; frequent feedback; commitment to wellbeing and wellness programs; and above all, trust in senior management.

Improved retention and recruitment—In a study conducted by Deloitte, organizations that had the strongest workplace cultures were much more likely to attract and keep talent, including 59 percent less attrition. Given that corporate culture is now more important than compensation or material benefits when employees decide whether to work for a certain organization, organizations with high employee satisfaction rates and employee experience stories testifying to a strong workplace culture are likely to have a larger pool of potential hires to choose from compared to their competitors, and are likely to hold on to new talent for the long-term—a needed perk amongst mounting evidence that suggests that Gen Z, on average, is spending significantly less time at a given job compared to older generations.

Healthier employees—While toxic work cultures are linked to poor health outcomes, the opposite is also true. Research shows that employees who think positively of their workplace culture tend to have lower heart rates and blood pressure, as well as stronger immune systems. As this makes employees less likely to get sick, organizations that tout healthy workplace environments also observe 41 percent reductions in absenteeism and presenteeism.

Fewer accidents, injuries, and mistakes—In addition to fewer absences and less sick days, founder and CEO of Choose People, Kris Boesch, reports that organizations with people-centric or “people-first” cultures boast 26 percent fewer mistakes, accidents, and work-related injuries.

Greater customer satisfaction and higher profitability—When employees feel healthier and happier in the workplace thanks to a positive work culture, research shows that such feelings tend to rub off on the customers they interact with, making for an improved customer service experience. Consequently, PwC insights reveal that organizations with strong cultures are a whopping 89 percent more likely to report higher customer satisfaction.—but not only that, they are also more likely to report revenue increases up to four times that of their competitors (with an average increase of up to 682 percent for organizations with thriving cultures compared to just 166 percent for organizations with poor cultures).

Organizational resiliency and adaptability—Managers almost unanimously agree that a positive workplace culture creates more resilient teams. In fact, a strong company culture is responsible for helping nearly 70 percent of organizations adapt better to the pandemic. According to new insights from PwC, 67 percent of senior leaders cited a strong culture as the tool that helped change initiatives happen and helped them to maintain and drive successful outcomes.

The Concept of Positive Sixth-Day Adventist Work Culture is inspired by God’s Work Week:

The details of God’s Work Week are vividly described in Genesis, Chapter 1.

Six is a number perfect in itself. God created the world and the man in Six Days because this number is perfect. For that reason, the man must also choose a Six-Day Work Week.