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We can provide several specifications and features when it comes to exercise machines and equipment.
If you are thinking about leasing commercial gym equipment we can offer our professional services to help you.
Many companies choose to lease products for fitness facilities rather than buying them as this is often a more cost-effective option.
For companies who can't afford to pay the full price outright, spreading the cost over a monthly plan tends to be more affordable.
Please get in contact with us now to discuss our prices for leasing these gym products. We'd be happy to answer any questions you have.
Just enter your details into the contact form, and we'll get back to you as quickly as possible.
Commercial gym equipment differs significantly from home gym equipment in terms of design and construction.
There is full commercial equipment, made of the highest quality materials, has the strongest structure, and is designed to last.
This is the most expensive equipment because it is designed for full commercial facilities, such as paid gyms.
One disadvantage of purchasing equipment is that you will be responsible for all maintenance and upkeep. This could imply that the gym will be without a machine for the time it takes to fix and repair it.
Simple things like washing down machines and ensuring they are utilized properly are the gym owner's responsibility for extending the life and lifespan of the equipment.
One of the most significant advantages of leasing gym equipment is the decreased maintenance expenses and the ability to interchange equipment that is broken, out-of-date, or underutilized.
Leasing equipment could be a fantastic choice for new or small gym operators who don't have the funds to purchase it themselves.
A lease is typically easier to finance and has more flexible terms than an equipment loan.
Leasing allows company owners to buy our exercise equipment and finance it over time or trade it in after their lease for new equipment.
When you lease equipment, you pay a nominal monthly fee to have it rented to you for a set length of time.
That means you may pay a manageable monthly fee and acquire high-quality and quantity equipment that would ordinarily be quite expensive (like a smith machine or treadmill), and the benefits don't stop there.
For many commercial gyms and health centres, the financing option is great because once the lease is up, they can upgrade to a new set of equipment on another lease plan.
By offering members the latest machines and products, the facility can retain existing users and encourage new people to join.
The option is also there to keep the machines once the lease payments are complete. Schools and small clubs often choose this as they won't necessarily need the best new equipment.
The main objective of exercise equipment should be to make sure that people can enhance their overall physical fitness levels without specifically playing group sports.
This is why many commercial clubs like to have the best quality fitness machines available for their customers.
There is a large range of unique exercise equipment that you can use that will help enhance the toughness and adaptability of several different muscles.
You can find 3 different key forms of exercise, each of which centres on an alternative portion of total physical fitness.
The amount of equipment being leased determines the average cost of leasing gym equipment. Better credit scores usually imply lower leasing rates.
Please contact our staff by filling out the contact form to learn more about commercial gym equipment leasing.
We'll talk about your budget and develop the best plan to ensure you acquire high-quality workout equipment at a reasonable price.
Aerobic fitness exercise is carried out to increase cardiovascular stamina through a range of unique exercises. We offer plenty of machines and products which you can use for this particular type of workout.
If you cater to specific clients, we can provide a leasing package tailored to you. You can customise the system to ensure you're getting the best value for money.
When leasing these products, it's important to choose the ones which will be most beneficial for your clients, so we can talk you through the different options to help you decide.
The next major sort of exercise is anaerobic exercise; it will help to increase overall muscle strength, and it's meant to raise the force the muscles may exert.
Anaerobic exercise may also help increase your sense of balance, fortify bone strength, and improve coordination.
This is mainly more of a short-term boost. Therefore without frequent training, you may lose progress easily.
The 3rd workout type is flexibility exercises. This can help to improve the range of motion in your muscles, which can cause improvements in performance in overall fitness.
Performing routine workouts offers many health benefits. Exercising doesn't only improve your muscles and also stamina.
It can help combat many unique sicknesses due to it improving your immune system and controlling weight.
When doing workouts, the body, in addition, lets out endorphins and serotonin, which will help put athletes in a far better mindset so helping to increase their mood.
Different sexes tend to concentrate on different aspects of exercise.
We learned that many males target anaerobic exercising because it is the fastest and most successful technique of putting on muscle mass.
Women will frequently give attention to exercising aerobically rather than weight training which enhances core fitness.
Dancers and gymnasts will often spend most of their time carrying out more overall flexibility exercising to maintain supple muscles.
We can completely customise the commercial gym equipment lease plans to suit whatever you need.
At gyms, the most popular fitness equipment is usually treadmill machines in addition to cross-trainers. Treadmills and cross trainers target core fitness to improve endurance and also get all the muscles working.
These are commonly leased for commercial gyms and health clubs as many people enjoy using them for overall fitness and different workouts.
For anaerobic activity, preferred machines contain weight-lifting machines and free weights for resistance and muscle training.
These kinds of activities improve power and strength, so they are often popular with males.
Frequent exercise helps overcome issues known as diseases of affluence, including heart disorders, being overweight, and diabetic issues.
These issues may occur when you have poor eating habits, in addition, to don't exercising enough, so increasing your activity will allow you to raise your health and well-being.
To find out more about leasing commercial gym equipment please speak to our team by filling in the contact form.
We'll discuss your budget and offer you the best plan to ensure you get excellent quality fitness machines at a price you can afford.


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SPSI is a supplier of screen printing, embroidery, DTG, and dye sublimation supplies and equipment for Omaha. If you are in screen printing or want to start up a new shop in Omaha, check out SPSI for all the equipment and supplies you need.
SPSI offers the highest quality supplies and equipment for the Omaha market. Competitive prices and the highest quality products from the best brands in the industry.
Supplies for Omaha
Screen Printing Supplies: We offer supplies featuring high quality manufactures like Rutland, Aquarius, International Coatings, QCM, TruBlue, Triangle, Chromaline, Chemical Consultants, Newman Frames, ANC, PMI Tape, Albachem, Sprayway, Roll Tac, Rhinotech, Siser material, transfer material, Casey film, and more.
Embroidery Supplies: SPSI carries our own brand of embroidery supplies: backing, bobbins, needles along with complete selection of Madeira and Isacord thread.
Direct to Garment Supplies: If you are a direct-to-garment printer in Omahalooking for Epson DTG supplies - we have what you need.
Dye Sublimation Supplies: SPSI carries a full selection of Dye Sublimation inks from Mimaki, Epson and JTech, with dye sublimation paper, from Beaver Paper and SPSI.
UV Supplies: SPSI carries UV Supplies for Mimaki UV printers. UV inks are noted for excellent control of opacity, sharp contrast, superior light reflection,, smear resistance, chemical resistance, quick production speeds, and consistency of image quality. These inks dry instantly when exposed to a UV curing unit built on to the printer.
Equipment for Omaha
- Screen Printing Equipment: Are you looking to start out in screen printing or have been a screen printer for years and need to upgrade or update your automatic screen printing press? SPSI has the best in the industry when it comes to screen printing. Starting out with manual screen printing presses from Riley Hopkins and HIX Corporation for your t-shirt printer to AWT for your graphic and poster printer, all the way to the industry's standard for excellence - MHM Automatics. From small conveyor dryers from Riley Hopkins, and HIX to the Chiossi e Cavazzuti and Tesoma dryers for your high production shops. SPSI can help your shop in Omahagrow, and we'll be there every step of the way.
- Embroidery Equipment: We are proud to carry the best industrial embroidery machine available. The ZSK embroidery machine is known worldwide as the reliable industrial machine that will run for many years.
- Direct-to-garment Printers: SPSI is a US Distributor of Epson DTG equipment, the EPSON SureColor F2100 DTG Printer and the EPSON SureColor F3070 Industrial DTG printer.
- Large Format Printing: SPSI carries a full line of large format printers, dye sublimation printers, film printers, and more. We sell Mimaki, Graphtec, Mutoh, Hewlett Packard (HP), and Epson.
SPSI.COM is your one stop shop for everything you need - screen printing - embroidery - direct-to-garment printing - large format printing - dye sublimation for Omaha.

subset: commoncrawl


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Mauritius 2022 MNH Postal History Stamps Postal Services Creation 4v Block
Hinged (MNH)
Block with 4 values (4v Block): Rs40 x 4
At The Joy of Stamps we have many more beautiful, collectable stamps and FDCs available with Postal Services and Postal History. To view our extensive range select Postal History from our 'Stamps by Topic' section.
More Mauritius stamps available from our Asia section under 'Stamps by Country'.
You can easily browse and navigate our extensive range of beautiful new stamps by Topic or by Country, using the 'Stamps by Country' and 'Stamps by Topic' headers above. Or type ANY search into the Search Box.
With 100+ countries and territories as well as 100s of topics and themes, we have something for every collector.
Expert Packaging & Quick Despatch: We pack all items securely to the highest standard in hardboard backed 'Please Do Not Bend' envelopes. All orders posted within 24 hours of payment.
At The Joy of Stamps we ship orders daily, all over the world. We offer easy to understand, flat-rate delivery costs, so there is no extra charge for ordering more.


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Slik Graphics mountain bike decal kit designed for RockShox Kage.
Custom As Standard. It's up to you! The Slik decal customiser is one of a kind and is built for you to explore your creativity. Colour match your bike, choose from custom patterns, or request a wild Pantone colour. Once you've chosen, we'll take care of the rest.
This is an officially licensed product. As a fully licensed aftermarket manufacturer for RockShox we print your decals from original artwork ensuring unmatched quality and perfect fitment every time. We are proud to be working with RockShox and we do everything possible to ensure the quality of these products and our service meets and exceeds your expectations as a RockShox customer.
Slik has been the choice of riders, shops, pros, and racing teams for over a decade. Refined manufacturing techniques and conditions are essential to producing the highest quality decals and stickers. At Slik a combination of custom, bike-decal specific, printing machines designed for vibrant colours, colour matching, and pecision within a controlled environment ensure that we consistently deliver the highest level product.
Slik mountain bike decals are printed on Pro-grade vinyl and then laminated to your selected finish. Pro-grade laminated vinyl is very durable at a 7 year rated lifespan and includes protection from UV light as well as scuffs, and scratches.
Once you receive your decals, installation is a breeze. Simply clean the surface diligently from any grease, lubricant, or dirt with the included Decal Install Cleaning Wipe and then align and apply your decals.
On screen colours and patterns are the best representation of the decal as you will receive it. Due to the variance in screen type and settings, colours and patterns may look different. At Slik we care about the quality of your decal, if you've chosen a branded colour we've done our homework on the best possible colour match, and that is what we will be making for you.


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Here are your results for Blow collected from 10,000 Frank and Ernest comic strips.
These are available for you to license for books, magazines, newsletters, presentations and websites.Roll-over each thumbnail and click on the image that appears to see links for licensing.Questions? Please let us know.
Home I Today's Cartoon I More Comics I Reprints I Fun I Animation I Search I FAQ I Privacy I Contact
All "Frank and Ernest" characters, panels and images are ©Thaves. All Rights Reserved. Frank and Ernest is a trademark of Thaves. All materials contained in this site are protected by copyright, trademark or other laws and shall not be used for any other purpose whatsoever other than non-commercial, private viewing purposes unless otherwise expressly provided herein. Derivative works and other unauthorized copying or use of stills, audio, and video footage, including the re-transmission of downloaded programs, graphics, and other materials are expressly prohibited.


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Our Price: $1.99 USD
I don't ever write reviews, but I feel this company deserves me to take a second and do so. I was struggling finding a dress in stores that would arrive in time for my October wedding. Even though I found several dresses I loved, I was very hesitant to order online for obvious reasons! Anyway, I took my chance and, not only was the dress beautiful, it arrived literally 3-4 days after I ordered it! For the record, I did not buy a re-sale dress, I purchased one that they had many in stock of and was brand new. Either way, I am very pleased with my experience and would definitely recommend!
I was really nervous about ordering a wedding dress online. But this dress was just like the picture. It was actually a lot prettier in person since I couldn't see the details of the dress through online pictures. I got measured before ordering, and my dress fits PERFECT. Jennifer answered any questions I had and was very nice and quick to respond.
I was searching for the most unique dress and did I find it... YES! This dress was perfect. While I underestimated my dress size, I was fortunate to get it altered with a corset back in perfect timing. I'm obsessed with my dress and will forever cherish it to someday pass on to my daughters.
This is my daughter's dream dress at a cost I could afford and it is utterly lovely and perfect! Thanks so much!
My dress arrived quickly and in pristine condition. The pictures didn't do it justice. Much better in person!! I couldn't be happier!
The dress came so quickly and was absolutely perfect. It fit me like it was made for me. I cannot wait to wear this on my wedding day. Designer dress for a complete bargain. I am so excited
Was very leary about buying a dress online without being able to feel and try it on buy I LOVE MY DRESS! The dress is perfect and exactly as described. Will need to do slight alterations with adding bustle and get it shortened, I have SPP (short people problems) but that's to be expected. Jennifer helped me with a few things and also sent me a few options for accessories for me to look at. She is AMAZING! Love The Last Minute Bride and will recommend to everyone. Thank you, thank you, thank you. .
I saw this dress and fell in love with immediately. I was so apprehensive about buying a dress online but this dress kept calling my name. After two three days going back to the website, I finally emailed the shop to ask questions about the dress. We discussed my measurements, shipping, and how fabulous the dress is. So I finally order the dress nervous that I made an impulse buy until it got here. I am in love. This Sohia Toli Carson is even more stunning than the pictures. I mean honestly the picture did not serve the dress any justice. Thank you Last Minute Bride for my shipping experience so beautifully easy.
I absolutely love the dress, fits perfect, it's so beautiful! I couldn't be any happier❤🥰
This dress was absolutely gorgeous. Not to heavy and I was surprised to learn it had a lot of glitter which really make it sparkle. Would recommend!
I'm so in love with my Adriamo gown. I don't think I could have found a dress that was more "me" or more valuable/unique for such an incredible price. And it came QUICK. The Last Minute Bride gave me the best of all worlds. Thank you so much for making this possible :)
I had a great experience from start to finish with The Last Minute Bride. I had some questions regarding my order, and the team was quick and very helpful. Although the dress didn't end up being the one, I wouldn't hesitate to come here for gorgeous selections.
Jennifer was awesome! This is my second wedding and I did not want to go to any store and try on a thousand different dresses. I saw the dress, provided my measurements and she was more than accommodating with my zillion questions. I e-mailed with her for over a month and she was so kind throughout the entire process and not pushy. Excellent customer service. Dress fits perfectly! It is actually even more stunning in person.
I canceled my wedding due to covid was looking for strapless and tea length dress so alterations wouldn't be needed - this company was so kind worked with me to have dress shipped within 2 days, received in perfect timing for my JP/family only wedding so I didn't have to wear my real (non covid wedding) dress on my big day!
I can't be happier with my garter set! It's perfect for my the big day!!


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We specialise in making bespoke picture frames, hand-finished with traditional methods of gilding, veneering and paint-finishing, and using only conservation friendly materials.
Our workshops are on-site, thus our experienced team are on hand to offer advice and guidance on the design of frame to best complement your artwork, and preserve its value.
As well as an extensive and unique choice of mouldings, which can be adapted and combined to suit most requirements, we have a range of metal frames and can also provide acrylic box frames.
Our gallery shows a mixed selection of contemporary paintings and prints. Gift vouchers are also available. We welcome enquiries so please contact us for more details.
Please see our online auction - For The Rowley Gallery


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Are you facing Samsung M300 phone trouble issues? Here are some quick solutions to Samsung M300 phone troubles. Handling Samsung M300 phone is now easy with Howtounlocks.com.
- How to unlock Samsung M300 Phone?
If you have forgotten the phone's lock pattern or the phone screen password of your Samsung M300 Phone, there is absolutely no need to worry. You can easily unlock it by logging in to the SAMSUNG M300 account. Press the volume + key and the power button simultaneously to enter the phone's recovery mode. From here, you can easily log in to the SAMSUNG M300 account. You may lose data in this process that was not baked up. If you don't have an SAMSUNG M300 account or are not logged in to the account through the phone, you have to Factory Reset the phone. This is usually the last resort.
- Can Samsung M300 phones be unlocked?
Yes. Samsung M300 phones can be unlocked with the password or the pattern unlock system. However, if you have forgotten the password, you must press the volume +and power button together to enter the recovery mode. From here, you can quickly enter your SAMSUNG M300 account and unlock the phone. You must factory reset the phone if your device is not logged in to a SAMSUNG M300 account. Data and other files may be lost in the process.
- Where do you get Samsung M300 Network unlock code?
If you require a Samsung M300 unlock code, you should get in touch with the company from whom you purchased the device. There is various network unlock code provider company also available Like: Unlocking360.com and Unlockcodegenerators.com. Unlocking360.com and Unlockcodegenerators.com may enable you to unlock the Samsung M300 device for free.
- How to generate Samsung M300 unlock code to unlock Samsung M300 Phone?
To unlock Samsung M300 phone, you need a Samsung M300 unlock code. Unlocking360.com and unlockcodegenerators.com are the two websites that helps you generate Samsung M300 unlock code.
- How to Use Samsung M300 Unlock Code?
You can use the Samsung M300 unlock code to unlock carrier of the Samsung M300 phones easily and quickly. To get such codes, connect with unlocking360.com. Once you have locked your phone, forgot the password, and no other process is working out, you can pay money to the Samsung M300 Company so that they unlock your phone. You must provide the company's IMEI number to generate the Samsung M300 unlock code.
- How do I reset my Samsung M300 phone without a password?
If you have forgotten your phone's password, simply press the volume down and power button simultaneously and enter the recovery mode. If the phone hangs or is not working correctly, you can go to the phone settings, and from the About Phone option, you can easily choose the Backup and Reset option to reset your Samsung M300 phone. Doing a Factory Reset will usually delete all your data.
- How remove the lock in Samsung M300?
If you want to remove the lock in your Samsung M300 phone, follow these steps. Once you type the wrong password five times, you will see the notification that the Phone has been locked. At the bottom, there shall be an option – Forgot Password. Tap on the option; you will be directed to your Samsung M300 account on the phone, from where you can choose options for resetting the password. You have to remember the password for signing in to your Samsung M300 account.
- Can we unlock the Samsung M300 phone without losing data?
Usually, the hard reset or factory reset method will delete all the device data from your Samsung M300 phones. However, you can unlock your phone with Google Security Questions. Turn on your Samsung M300 phone. Now tap on the forgot pattern option. Next, choose the same forgot pattern option on your mobile. Now select the option – answer questions. Google will put forth questions that you should answer correctly. Now choose Unlock option, followed by creating a new PIN or Pattern for your phone. You can easily use unlockcodegenerator.com to unlock SAMSUNG M300 phones without losing data.
- How to Unlock Bootloader on any Samsung M300 Phones?
Follow the steps – first, create a Samsung M300 account and sync the account with your mobile number. Now authorize the SAMSUNG M300 to unlock from the developer settings option. Now download the SAMSUNG M300 unlock tool. You may not be able to unlock the bootloader instantly. You will receive a message on the screen showing the waiting period for unlocking the SAMSUNG M300 bootloader. Now keep on checking the unlock SAMSUNG M300 phone status. By unlocking the bootloader, you can have full access to your phone.
- How to do Perform a factory reset on your Samsung M300 phone?
Go to the setting option on your Samsung M300 phone. Now select the option "My Device" followed by the "Backup and Reset" option. Next, choose the option "Factory Reset." You must know that performing a factory reset will delete all the data in the mobile phone. So you must backup all the data before doing a Factory Reset.
- How to Unlock the SAMSUNG M300 Phone Pattern?
If you have forgotten your Samsung M300 phone's phone pattern, you must enter the wrong pattern at least five times. After that, your phone will automatically get locked, and you will be directed to the "Forgot Pattern" option. Now enter into your Google account with the username and password. You will be able to reset the screen lock.


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While I was comparing my options for which matchmaking service in Boston to use, the transparency at Boston Gay Matchmaking was the deciding factor for me! Not a lot of matchmakers specialize in LGBT dating so they really caught my eye. Other Boston matchmakers wanted me to come in for a 2 hour interview, before even quoting me a price! Emily and her team treated me as an intelligent individual right from the get go. They answered all my questions and I made an educated decision to hire them. I am glad I did! Most matchmakers send out their clients on blind dates, and frankly, it makes their job easier. I am picky about who I meet, but Emily and her team has worked diligently on my requests. I am immensely satisfied with their personal attention and hard work! – Michael S. |
Boston Gay Matchmaking is a world apart from other matchmaking services in the area. I had used two other matchmaking services before – both of them used high pressured sales techniques and arranged blind dates for me. They promised me the moon while selling me, but the blind dates were complete letdowns! I love that with Boston Gay Matchmaking I am actively involved in the process. I get to review my potential matches before I decide to invest time in meeting them. Not every date I have gone out on has been a success, but my matchmakers take my feedback and the next person I meet is always better than the one I met before! – Gale R |
Good gay men do exist in Boston, but sadly, you won't find them on Grindr! People who are serious about meeting quality individuals and getting in a relationship are not out there on free dating sites. It is just the reality of the world we live in. If you want to go for casual dating, online dating might be for you. But for anything more meaningful, I recommend a local matchmaker. If you time is worth something, use Boston Gay Matchmaking! – M Scott |
Before I decided to be a part of Boston Gay Matchmaking, I had tried online dating for a few years (well, who hasn't). I was truly disillusioned with the people I came across on dating sites. I am a complex individual with real emotions, ambitions, apprehensions..a profile on a dating site just couldn't convey all that. Winking and emailing back and forth just wasn't for me. I really appreciate the personal interest my matchmakers at Boston Gay Matchmaking showed in understanding me as an individual. I didn't just want to go out on dates, I could do that on my own. I wanted to meet a select few quality men who I could consider spending the rest of my life with. If you are a relationship minded individual like me, Boston Gay Matchmaking is the service for you! – Richard |
I love how Boston Gay Matchmaking arranges the actual dates for me. I am new in town and Emily's team took care of all the minute details of the three dates I have been on! From picking out a restaurant to making an actual reservation, they are there to handle the details! – Samantha B |
I was hesitant about using a matchmaker at first, especially since I just came out, but now, looking back, I'm glad I took the chance! – L McCleod |
I am divorced and a single mom which makes it really hard to meet people. Emily has been more than a matchmaker for me, she has been a friend and a coach who has helped me evaluate my priorities! Sometimes finding the right one start with you BEING the right one. That was the most important lesson I have learned from Emily. Her coaching has helped me in regaining my confidence! Emily started with expanding my social circle before I was setup with any one on one dates. I really needed to get out of my house, and Emily made that happen! – Marianne Q |


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Gateway Gallery: click here to enter Astamangala Website
Please use this page to make enquiries to Astamangala. If you are enquiring about any of the pieces displayed in the Astamangala site, please be sure to identify the piece by number and title. Enquiries on prices or other details should include the sender's return address in the message area. If your browser can't handle forms, you can send e-mail to Astamangala at . All enquiries on prices and availability of objects displayed should contain the sender's email, if available, return address and phone/fax number. |


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Compare IVV vs SCHB
Compare over 9,500+ Wall St stocks and ETFs you can trade on Stake.
ivv v schb performance
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This is for information purposes only and is not a recommendation to invest in the securities listed. It does not constitute financial product advice. We recommend that you do your own research and consider your own personal financial needs, objectives and circumstances before making any investment decision. It may be appropriate to speak with a licensed financial adviser. No representation or warranty is made as to the timeliness, reliability, accuracy or completeness of the material and Stake does not accept any responsibility arising from errors in, or omissions from, the data.
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For more than a century, cars have played a central role in American life. And over that time, plenty of auto-related myths have also developed (many of which are commonly accepted as truth).
Whether you heard it from a friend or have believed it for as long as you can remember, one of these driving myths may be costing you time and money – or even compromising your safety behind the wheel.
To help you separate fact from fiction, we've got the truth behind eight of the most common driving myths.
1. There Are More Car Accidents During a Full Moon
The moon has been a source of myths for ages – being blamed for increases in everything from violence to sleepwalking. And at least one of those myths is car-related: That drivers are more likely to be involved in an auto accident during a full moon.
To put this lunar theory to the test, we enlisted the help of some auto insurance experts at Erie Insurance. And after combing through claims data, we can officially debunk the full-moon myth.
During 2021, the number of auto collision claims per day was actually slightly lower on days with a full moon. And if we go back through ERIE collision claims data from the past five years, the average number of collision claims per day are nearly identical – differing by less than one.
2. Sunday Drivers Cause More Accidents
We've all been stuck behind a slow Sunday driver, and the myth is that they cause more accidents. Not according to ERIE's collision claims data however: there were less accidents on Sunday than any other day. Per ERIE's data, more collisions actually happen on Friday. This makes those Sunday drivers look better after all.
3. Red Cars Cost More to Insure
When it comes to auto insurance, here's one myth you've likely heard: Red cars cost more to insure than other colored vehicles. But as an auto insurance company, we can assure you there's no truth to back up this claim. If you own a red car, you'll pay the same amount for car insurance as you would if your vehicle was a more run-of-the-mill color like white, silver or black.
There are a lot of factors that go into determining your car insurance rate. But the color of your vehicle is not one of them. The only exception to this rule would be for a custom paint job (one that's different from the factory color). If your car has been modified in this way, an insurer may consider it as custom equipment because it would make your vehicle more expensive to repair in the event of an accident.
4. You Should Change Your Oil Every 3,000 Miles
Decades ago, many auto experts recommended that you should change your car's engine oil every 3,000 miles. But the technology used in manufacturing both cars and engine oil has changed a lot since then – making the old 3,000-mile recommendation an extremely conservative estimate.
These days, modern synthetic oils are designed to last up to 10,000 miles between oil changes. And most auto manufacturers recommend oil change intervals between 5,000 to 7,500 miles or more. To learn what's best for your vehicle, be sure to check the manufacturer's recommended oil change intervals. Following regular maintenance schedules is just one way to make your car last longer.
5. Using Bluetooth While Driving is Safe
According to data from the National Highway Traffic Safety Administration (NHTSA), 13 percent of all auto accidents are caused by a distracted driver – resulting in more than 3,000 deaths each year. And the number one cause of distracted driving: cell phone use.
When it comes to distracted driving, many assume that using a hands-free device or Bluetooth connection in your car makes it safe to call when driving. But the research begs to differ. In a 2018 survey, Erie Insurance found that after daydreaming, cell phone use was the second most common reason for distraction related to fatal car crashes.
Any cell phone use while driving will negatively impact the driver's performance – even if the call is made using a hands-free device. It's true that making phone calls using Bluetooth may be marginally safer than using a hand-held device. But NHTSA says it's the conversation itself that can lead drivers to miss the visual and audio cues needed to avoid an accident. For this reason, hands-free calling is not the same as risk-free calling.
6. Airbags Can Cause More Harm Than Good
Airbags are one of the most important vehicle safety innovations in recent history – saving more than 50,000 lives according to NHTSA estimates. However, the existence of airbag-related injuries has led some to claim that this modern safety equipment can cause more harm than good. So let's set the record straight.
First, it's true that airbags have caused injuries. But these injuries were most prevalent from cars with early airbag designs. NHTSA claims that between 1990-2008, approximately 290 deaths were caused by airbags that deployed in low-speed crashes. However, in nearly 90 percent of those accidents, the vehicle was manufactured before 1998.
There's one more important factor to consider. In more than 80 percent of those accidents, the passenger was not properly restrained. This includes either not wearing a seatbelt or having a child sit in the front seat of the vehicle.
Thanks to improvements in vehicle technology, airbag injuries are extremely rare these days. That means the combination of wearing a seatbelt and driving a car with airbags is far more likely to save your life than cause any harm. Airbags are just one of many things that are considered and tested by NHTSA and IIHS when it comes to vehicle safety and crash test ratings.
One thing to note: There is an ongoing recall for defective Takata PSAN air bag inflators. To see if your vehicle is impacted by this recall, use the NHTSA's recall checker. It's easy: just enter your Vehicle Identification Number (VIN) here.
7. You Should Warm Up Your Car in Cold Weather
When the outdoor temperatures drop, it's often said that starting your car to let it warm up is a good tip to follow. But the truth is, running your car before hitting the road is just a waste of time and fuel. The "idling car" myth probably gained traction back when cars didn't have the technology to properly warm a carburetor. But today, that's not a concern – which is why many experts recommend not bothering with this extra step.
Consumer Reports says the fastest way to warm up your engine is by driving. Just remember to keep the engine RPMs low until the car reaches a normal operating temperature.
8. Premium Gas Makes Your Car Run Better
When a new car is designed and manufactured, engineers specify the type of fuel it should use. For most cars and trucks, lower-octane "regular" gas is just fine. But if you drive a high-performance vehicle, higher-octane "premium" fuel may be required.
Why? Because higher-octane gas doesn't ignite as quickly – a feature that helps high-compression engines work more efficiently while emitting less exhaust.
Some drivers believe that using premium gas is better for their car. But the general consensus is that using premium fuel when your car only requires regular gas doesn't deliver any extra benefits when it comes to engine life, fuel economy or reduced emissions. So unless your vehicle requires high-octane fuel, you're just losing money at the pump.
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The insurance products and rates, if applicable, described in this blog are in effect as of July 2022 and may be changed at any time.
Insurance products are subject to terms, conditions and exclusions not described in this blog. The policy contains the specific details of the coverages, terms, conditions and exclusions.
The insurance products and services described in this blog are not offered in all states. ERIE life insurance and annuity products are not available in New York. ERIE Medicare supplement products are not available in the District of Columbia or New York. ERIE long term care products are not available in the District of Columbia and New York.
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Writing Effective E-Mail Copy
Many e-mail users go through dozens, even hundreds of spam messages mail (unsolicited commercial e-mail, the online equivalent of mass direct mail) every day. And just as many people throw away junk mail, Internet users often delete spam e-mail without reading it. Though it's nearly impossible to craft direct e-mail that everyone will read, there are some effective techniques for increasing response levels.
The most important part of the message is the subject heading. Often this determines whether or not a user will open the message or just delete it immediately. Try to develop a brief, relevant subject heading that will persuade recipients to open your message. Summarize exactly what the message is about, or include an offer that will compel them to act. As tempting as it may be, you should always avoid sneaky headings unrelated to your message. Once users read the message, they are likely to become frustrated and delete any future messages from the same address.
Use a conversational and informal tone to make the message seem more friendly, open and intimate. If the message appears stuffy or boring, users will quickly lose interest. Always write in the language of your audience, but don't use too many slang words or your message (and company) will appear unprofessional.
Keep the message short and sweet. Get to the main points quickly as you can flesh out the important details afterwards. Make sure your message is clear and all pertinent details (i.e., price, ordering instructions, product specifications, etc.) are easy to locate. In the age of the soundbite, most users lose interest if your message takes too long to comprehend.
Try to motivate readers to act immediately, whether through a "limited time offer" or another premium. Your call to action should include specific instructions on how to proceed. Whether it's calling an 800 number, visiting your Web site or purchasing the product outright, make sure the action step is clearly stated and easy to execute. When appropriate, include automated links to your Web site. If a customer wants more information before making a decision, this will allow them to do so without feeling pressured.
Even if you have a great product, effective copy and a list of prospects who solicited your information, it's inevitable that some recipients will want to remove themselves from your list. It's important to be respectful of their wishes and include an "unsubscribe" link at the bottom of your message. Internet users appreciate the ability to control their e-mail traffic, and you can ensure that your e-mail is reaching only those who want to receive it.


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Help:Talk pages
{{#invoke:Template translation|renderTranslatedTemplate|template=PD Help Page/core}}
Every wiki page has an associated talk page, which can be used for discussion and communicating with other users. Talk pages can be accessed by clicking the "discussion" tab at the top of the page. Simply edit the page as normal to add your comment.
A talk page is actually very similar to any other wiki page, but it is in the "Talk" namespace, to keep it separate from the articles in the "(Main)" namespace (See Help:namespaces.) As with any wiki page, you can edit it, link to it, and view the editing history.
Editing conventions on talk pages
Having discussions on a free-form wiki page will seem strange at first. It helps if everyone follows some simple editing conventions:
- Always sign your name after your comments. Use the four tildes "
" wiki syntax (or the signature button in the toolbar above the editing textbox). For more information see Help:Signatures. - Start a new discussion with a
==level 2 heading==
at the bottom of the page (or use the "+" tab). - Indent replies with colons (
) at the beginning of the line.
Here is an example discussion, following the talk page conventions:
Wiki text | Rendered talk page |
== More spiders information needed == |
More spiders information needed
This page has a lot of detail about the web, but I really dont understand a single word of it, and it doesn't mention the spider once -- Bob Smith 18:07, 26 August 1991 (UTC)
Editing discussions
Having discussions on a free-form wiki page will seem strange at first. It has some advantages over the conventional rigid forum format, but it can get a little messy. As with other wiki pages, anyone can help with tidying up discussions, to conform to the editing conventions, e.g., add signatures and headings where they are missing.
Clearly we also have the opportunity to edit other people's comments. It is generally bad etiquette to modify somebody else's wording. (Better to just add your own comment with your corrections.) But it can be acceptable to ...
- Modify discussion headings
- Change wording or append words to the discussion headings, to better describe the topic of discussion. Note that good descriptive headings become important when many discussions start to fill the page.
- Move discussions to a different page
- If discussions are put in the wrong place on the wiki, and are better associated with different talk page, then you could just move the discussion by cut & paste. This is potentially confusing, for the people posting, but can be important for keeping things tidy. You could leave the discussion in the wrong place for a few days/weeks grace before tidying it. You could leave a link behind explaining that a discussion was moved, or if not, you should link within the edit summary.
- Delete discussions when they are out-of-date
- Discussions can often get left lying around on a talk page long after the issue is no longer relevant. It's usually a good idea to reply to saying "I think this is now resolved", but sooner or later it's time to just blow away the old discussions (they are of course preserved in the editing history).
- Split a post into several discussions
- It may be appropriate to do this, if somebody has raised several points that need to be answered separately. However, you should always be respectful of other people's words. Does their post still make sense if you split it up?
Building articles - Discussing articles
It is usually best to keep focused on the task of building a wiki article, and use discussion pages only to support this process. The topic of conversation should generally revolve around what needs to be done to make the associated article better. Remember that editing the article itself is often a more effective means of communicating. It can be more difficult, requiring you to balance your views alongside those of others, but it can also be more rewarding. This is how the community of wiki editors will make progress. Often it will feel more natural to engage in heated debate on a talk page (or indeed any other contact channel) but in fact the wiki article itself can offer a powerful means of reaching middle-ground. Think about how to portray both sides of the argument (e.g., listing advantages and disadvantages) and you may find the debate evaporates.
User talk pages
A "User talk page" is a talk page associated with somebody's "User page" (See Help:User page.) This is a place to leave messages for a particular wiki user.
This can function as a kind of messaging system. Users receive the following prominent notification when new messages have been left on their talk page:
The message will continue to be displayed on all pages until users visit their talk page.
They may be notified by email as well, although this cannot always be relied upon (since the email notification feature must be activated by supplying a valid email address, and clicking a confirmation link). If you don't get a response to your user talk page message, try looking for other contact details that they may have supplied on their user page.
Note that the messages are not private, and others can join in the conversation.
Language: | English |


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Happy Hour 4pm – 6pm
March 10, 2025 @ 4:00 pm - 6:00 pm
|Recurring Event (See all)
An event every week that begins at 4:00 pm on Monday, Tuesday, Wednesday, Thursday and Friday, repeating indefinitely
Happy Hour from 4pm to 6pm.
One of the most aptly named hours in human history, happy hour, is when we offer drinks at a discount. Whether you need a cold beer or something even stronger to chase the day's woes away, or it's your day off and you're ready to unwind, we're always here on weekdays from 4pm to 6pm with low-priced drinks to restore you to your best condition.


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This is TALK OF THE NATION. I'm Neal Conan, in Washington. The buzz has been building since the leak of an internal Yahoo memo last week on telecommuting. New Yahoo CEO Marissa Mayer decided to end the company's work-from-home program. The memo, made public on the website AllThingsD, declares that communication and collaboration will be important, and that starts with physically being together.
Critics denounce Mayer's policy as a setback for workers, especially women, and bad policy for high tech. Supporters argue the decision will encourage innovation, just what the struggling company needs amid cutthroat competition from the likes of Google and Facebook.
Many critics, however, say it's a setback. We'd like to hear from employers and managers today. When does telecommuting work, and why; 800-989-8255. Email us, firstname.lastname@example.com. You can also join the conversation on our website. That's at npr.org; click on TALK OF THE NATION.
Later in the program, an update on the Italian elections, and we'll remember the late Van Cliburn. But we begin with Susan Gunelis, president and CEO of Keysplash Creative, a marketing and communications company. She joins us now on the phone from her home in Claremont, Florida. Good to have you with us today.
SUSAN GUNELIUS: Well, thank you so much for having me today.
CONAN: And you wrote a piece for Women in(ph) Business, where you describe this not just as bad policy but as cowardly. What did you mean by that?
GUNELIUS: So right, yeah. For WomenonBusiness.com, I wrote a piece - basically everyone was talking online about how this mandate was such a step back for parents, for work-life home balance; but for me, what really made me annoyed about the mandate was that it was a blanket mandate, that it applied to everyone. And it's more of a Band-Aid approach to fixing Yahoo's problems than actually, really figuring out what is going to turn this company around.
CONAN: Well, why is that cowardly?
GUNELIUS: Well, I think we've all worked at a company where you've had a boss who, one employee is doing something - maybe one employee is coming in late all the time. So the boss sends out an email basically reprimanding everyone, and reminding everyone of the policy and possibly creating a time clock - now, everyone needs to punch the time clock - when really, it's only one or two people who are ruining it.
So for me, when you lay down blanket mandates instead of identifying the problem and dealing with the problem on an individual basis, or figuring out who is taking advantage of the telecommuting policy and restricting those people from telecommuting versus the people who actually are more productive when they telecommute.
CONAN: And it's bad policy - well, they argue that we need everybody in the building to cross-fertilize with each other. It's going to help innovation and, well, Yahoo needs some innovation.
GUNELIUS: Well, I'd argue two points on that. First of all, I don't think innovation is necessarily Yahoo's biggest problem. I think it's lack of focus. And secondly, I'd say, does anyone really think that by having everyone physically in the office it's going to turn Yahoo around? If that's what they're hedging their bets on, then Yahoo is in more trouble. And I'm a cheerleader for Yahoo; I want them to succeed. But blanket mandates that say that everyone needs to be in the office every day? That's not what's going to turn the company around.
CONAN: There have been some who have speculated online that in fact, this is a back-handed way of cutting staff without announcing a staff cut.
GUNELIUS: Well, I think there's probably a lot of accuracy to that. I think that oftentimes, instead of firing people or letting people go, I think we see in corporate America all the time - because let's face it, it's hard to fire people in corporate America. There are all kinds of HR hoops you have to go through to get someone fired. So instead, you make their life miserable and try to force them out. So yeah, I do think that there's some truth to that. But I also think that Marissa Mayer needed to make a big, bold move. And I'm sure this wasn't just her idea. I'm sure that there were other powers-that-be who were involved in this decision. But it's a big, bold move, and it's getting a lot of backlash.
CONAN: We want to hear from managers and employers today. How does telecommunicating work out for you and your workers - 800-989-8255; email us, email@example.com. And we'll start with Ray, and Ray's on the line with us from Cupertino, California.
RAY: Hi, thanks a lot. I think the move that Yahoo is making here actually makes a lot of sense for who Yahoo is, in terms of the company. And it has a lot to do with the culture. A lot of times, what happened was - you know, when Yahoo was starting, you had a lot of 20-, a lot of 30-year-olds that came, and everybody knew each other. People were working there from, you know, 7 in the morning, coming home late at night, and they built those bonds. But 10 years out, 20 years out, they don't have that ability to have that same kind of interaction.
And when you're competing against Facebook and Apple and everybody - and Google - and when they're busing their people in from the city, they're busing people into all the facilities, to have those kind of conversations, to have that - and spur that kind of creativity. It's something you need. And I see that even though I run a firm where we have 25 people that are, you know, disparate. We're a complete virtual firm. But at this point in time, when we look at Yahoo - I mean culturally, they don't want to become Sun, or they don't want to become HP; where folks do telecommuting but don't even have time to come to work because they're too busy doing something else besides doing work. And it can become an endemic problem.
CONAN: And so you how do you manage that problem, if you manage telecommuters?
RAY: Well, you have to build in those interaction points, right? You try to create collaboration tools. You try to use - you know, things such as tweets and chats and social tools, to bring people together. But you still need that personal time when you need to work on ideas and products. Now, someone who talked about this earlier - like, if you're in sales, or if you're in customer service; I mean, areas where you're performing - I mean, the problem with the move is that it's completely blanket move, across the board. It doesn't take an account for individual actions. But it also underlines the seriousness, in terms of the culture at Yahoo. And I can see why she's doing that.
CONAN: So they needed to make a statement, that bold part that Susan Gunelis was talking about.
RAY: Exactly.
CONAN: All right.
RAY: It's bold, so - but it could lead - you will lose people. They'll definitely lose people and hopefully, they don't lose the good people.
CONAN: Ray, thanks very much for the phone call, appreciate it.
RAY: Thank you.
CONAN: Let's talk with Ben Waber. Now, he studies telecommuting, among other workplace issues. He's president and CEO of Sociometric Solutions, and a former researcher at the Harvard Business School. He joins us from studios at Stanford University. Nice to have you back on TALK OF THE NATION.
BEN WABER: Great to be back.
CONAN: And Yahoo made this decision and defended it today in public, in the name of increasing creativity. Do they have a point?
WABER: Yeah, they do. I mean, so in our work, we actually collect hard data on communication patterns - how people talk face to face but also, how people talk digitally. And we relate that to how productive they are, how happy they are, how creative they are. And the key thing is that - you know, we have a myth, I think especially in this country, that the most productive time of the day is when you sit at your computer and don't talk to anybody. But actually, especially in fields like software development, they're incredibly collaborative fields. And it's something where, you know, if your code, the thing you're working on, depends on a lot of other people's code, and if you don't talk to those people, the probability that a bug will pop up is extremely high. It's about 12 times higher.
And we've been able to show, even in software teams when you have remote workers, they're about - again, 8 percent less likely to communicate about those things, and it takes them about 32 percent longer to complete code; not to mention all the social aspects that you get by being in the same place as other people, by having a shared culture, by trusting other people, by being able to support them if they have trouble at home or at work.
Now that said, there's a big difference between, you know, a couple times a month telecommuting into the office because you've got things to do at home, and every day of the year never seeing the people you work with. And I think we're sort of conflating those two issues.
CONAN: So there are basically two - broadly speaking, two types of telecommuters.
WABER: Yeah. I mean, there's people who - again, occasionally; maybe, you know, once a week or so, you know, for various reasons, need to come in - um, you know, need to stay home. And then there's other...
CONAN: The cable guy is coming, yeah.
WABER: Exactly. And it's - and the data is pretty convincing that that is an effective way to work because listen, if you've got very stressful things going on in your life, you're obviously not going to be that effective at work. But, you know, on the other hand, if you never talk to the people face to face that you work with - I mean, the data shows very convincingly that just the communication tools we have today, as your previous caller was talking about, really just aren't enough to get it done.
CONAN: There are also - you mentioned particularly in software, creative fields - Yahoo is a big company. They've got - sure - a lot of software developers. They've got a lot of accountants, too. Is this a wise policy to say across the board, "You guys can't telecommute, either"?
WABER: Well, I think an important point - so you know, again, there's obviously - I think just saying no one can ever telecommute in, is probably the wrong decision. But, you know, really important point is, we've even worked in places such as call centers, which are traditionally really thought of as places where face-to-face communication doesn't matter. And if you look at what actually makes people effective, still the biggest predictor is face-to-face communication. And so, you know, maybe for certain roles, it's certainly going to be easier to telecommute, and maybe it's easier to do that more, maybe, in certain fields - again, when you get to sort of this idea that managers and people themselves can understand what - sort of the tradeoffs are, you know. But I think having a general policy, which might not be - match up exactly with what Yahoo did, but this idea that you need to be in the office as much as possible, is probably - is just, the data shows, that that is sort of the correct approach.
CONAN: Let's get another caller in. This is Martin(ph), Martin calling us from Santa Clara, California.
MARTIN: Hey, yeah. Thanks for taking my call. I work - currently work for a company that's got a global organization that many work remote as well as come into the office. But I can tell you that in all my experience - I've been managing remote environments since like, 1988 - and the most difficult part is there is no single metric for measuring an individual's performance. There are people that are good at it - you know, managing their life and work from home - and there are people that are not good at it. And so the lack of that, you know, can cause, you know, executive management to decide hey, we need to pull everyone in.
But there is an aspect that you haven't talked about; which is, in my belief, that seeing people face to face offers more than just the communication - which is what everyone is saying; hey - you know - we can communicate the same way. But you can't. You can see facial inflections. You can see mood changes. You know, you can get the feel of a room when you're discussing, you know, projects and topics and maybe campaigns, things like that; that are completely missing that, you know, that you don't get on the phone. And video conferencing doesn't solve that. I know that might be an argument, but I've worked in this a long, long time. And I find that there are just, plain, people that are good at it and those that aren't.
CONAN: Susan Gunelis, I wonder if you wanted to respond to what Martin had to say.
GUNELIUS: Sure. I think that it goes back to what's being said again and again, by all of our callers - is that some people are capable of self-managing and can be far more productive working remotely, while others cannot. And it's up to leadership to be able to identify the employees that can be more productive, and more effective, when they're working from home.
But blanket policies that say no one can ever telecommute - is losing opportunities to enable some employees who do work better in that environment, to be able to work remotely. And that's not to say that they should never, ever come into the office. Certainly, there needs to be that flexibility; when they need to physically be in the office, they need to be able to come in. But at the same time, if they're never allowed to telecommute - and that could be something that's very important to some very, very talented people - you could be losing excellent talent because of your restrictions.
CONAN: Martin, thanks very much for the phone cal;, appreciate it.
MARTIN: Sure.
CONAN: And we're going to continue this conversation with - about Yahoo's order to employees who work from home to report back to the office full time. Managers, when does telecommuting work, and when does it not - 800-989-8244. And it's the TALK OF THE NATION.
CONAN: This is TALK OF THE NATION, from NPR News. I'm Neal Conan. And clearly, sometimes reporting into work and meeting with your workers face to face doesn't work, either. I just gave out the wrong phone number - 800-989-8255. Hmmpf!
Nearly a quarter of all employees report that they work from home at least some of the time. A growing number of states supporting telecommuting. It can save costs and gasoline. And with some jobs, it can boost productivity, too. But as we learned from Yahoo's recent decision, telecommuting also has its downsides, including reduced innovation.
We're talking today with employers. Managers, call and tell us when does telecommuting work and why - 800-989-8255; email is firstname.lastname@example.com. You can also join the conversation on our website; that's at npr.org. Click on TALK OF THE NATION. Our guests are Susan Gunelis, president and CEO of Keysplash Creative, founder of the blog womenonbusiness.com; and Ben Waber, president and CEO of Sociometric Solutions, and author of the forthcoming book "People Analytics."
And we have this email - this is from Alex(ph) in Berkeley: I work in online marketing at a Fortune 500 company, and work from home four days a week. I'm listening to KQED right now - as I do every day - and hammering out emails and moving projects forward per usual; with meetings scheduled for this afternoon, using my conference line and WebEx. On days I go into the office, I spend three hours a day commuting between the East Bay and Mountain View; which adds stress, costs money, and reduces my productivity. On days I work from home, I work longer hours, don't waste any time in traffic, and I'm more productive and happy. While I don't expect to work from home four days a week in my next job, I would not apply to a company that doesn't allow any telecommuting.
And Susan Gunelis, I wanted to follow up with you on another criticism that we've heard of this decision by this young woman who's now the CEO of Yahoo, that she is - we've heard criticism that she's a traitor to her sex; that in fact, this is an important perk for a lot of women. Men, of course, use it too, but this is abusive to ask all the women employees to come in.
GUNELIUS: Well, I think it's not even just women because these days, there are men and women who need the flexibility, whether it be to drop their kids off at school or pick their kids up after school; who can do that during the time that, say, perhaps someone in the office would be taking their lunch hour. And you can work it into your schedule. So I think it's not just women, although women certainly are the ones still, unfortunately, who are assumed to be doing more of those familial tasks. But we live in a time when one parent working - just isn't the way that the world works anymore. And to have work-life balance - and unfortunately, most of us don't have the salaries that Marissa Mayer has; and we can't afford day care and nannies, and all these kinds of things. We need to be able to get our children as well, from wherever it is that they are, and be able to watch them.
So telecommuting offers that flexibility of your schedule. No one says these days, you need to be working from 9 to 5. Businesses work 24/7, and that there are many jobs - social media marketing, for example - when you should be online and working at various hours of the day, not necessarily just 9 to 5. So flexibility in scheduling, and remote working opportunities, is really just a smart move to make.
CONAN: And Ben Waber, other people say particularly in a high-tech industry, this may be a short-sighted policy.
WABER: Well, so there's certainly some issues. I mean, certainly for the Yahoo employees who joined assuming that they could work remotely all the time, I mean, they got a raw deal. But you know, it's something where we think of productivity - right? - and we think of, you know, as the caller who just called in said, we think of productivity as, again, sitting in front of the computer and banging out emails, scheduling things; and that's what makes us productive.
But it's not. This idea that your interactions with other people - you know, you give them new ideas, you get new ideas from them; and that if you even make five people a little bit more productive every day, those conversations are worth it. And that's sort of some of the things that we've been working on. And this idea that, you know, listen, it - you know, for a certain type of people, they're going to need to make - there's sort of a lifestyle decision in terms of, you know, where do you live and what sort of job do you want to work in. But we're really doing a disservice, particularly for people who are, again, I think making this a women's issue.
You know, as Susan said, it's a parents' issue because you're making these parents, you know, less productive if you're sort of saying, listen, you've got to - you know, we're going to offer you this way to work from home all the time and as a consequence, when you make it, you know, a women's issue, you're sort of, you know, skipping over the real egalitarian issue; that men need to take more responsibility for dropping off their kids, for raising their kids, and doing all that stuff.
CONAN: Let's go to Stephanie(ph), and Stephanie's with us from Longmont, Colorado.
STEPHANIE: Hi, Neal. How exciting.
CONAN: What do you have to say?
STEPHANIE: Well, I manage about 20 full-, part-time and vendor groups in a team, for a higher-education consulting business. I'm actually driving home from the airport, from a client visit this week - and spending the rest of my week telecommuting; meeting with my team, using things like GoToMeeting and conference lines, occasionally Skype or Google Plus as well. And I have to tell you, I cannot imagine another way to go. I am so grateful to my company for allowing me to do this. And frankly, on the family side, it has meant for my husband and I that our children did not have to go to day care. We made arrangements so that his schedule fit with mine when I was working from home. We brought a babysitter in when we needed to cover work hours.
And so they're all in school now full time but until that point, they did not have to leave the home to go to day care. And that made a significant impact, and I think a great benefit to my family, to my own mental sanity; having to leave them for airline trips, on a weekly basis - also brought me a lot of great comfort, that I knew that they weren't having that extra stress.
CONAN: Was there a downside?
STEPHANIE: I think that the only downside that I experienced personally - and I think it's my personality - is work-life balance in that my work is with me at home almost all the time. And so if I have a free moment on the weekends, you might find me curled up with the iPad, checking email or sending notes to colleagues through our project-management system. And some folks might find that a little annoying or disturbing, from time to time, but I do try and keep it in check when I can.
CONAN: We, of course, are cheered by the fact that you also use whatever commuting time you do have to do, to listen to the radio.
STEPHANIE: Without a doubt. You're always on.
CONAN: Thank you very much, Stephanie; appreciate the phone call. And I wanted to ask you, Susan Gunelis, as you look at this issue, some hoped that by coming over to Google from her previous - excuse me, coming over to Yahoo from her previous job at Google, that Ms. Mayer would be a role model, a pioneer there; and instead - that this might be a little bit retrograde.
GUNELIUS: I think it's ironic that Google has employees that telecommute, and so I think that that's interesting. But I think that your previous caller actually made a really good point about how the - one potential downside is that she ends up working all the time because the right people telecommuting - the workaholics, the type-A personalities, the people who truly self-manage and truly are passionate about their work, and really love what they do - they will put in more hours when they have access to the tools to do their jobs, at their fingertips every day of the week.
So again, it goes back to the right people telecommuting, who can self-manage. And as the previous caller mentioned, it creates extreme loyalty from an employee, which is something that - money can't buy that kind of loyalty. But the cost savings to Yahoo as well, for a lot of people to telecommute, is huge. And changing from that policy - research show a typical business saves $11,000 per person, per year, who telecommutes. And workers save between $2,000 and $7,000 a year.
And then on top of that, you think about the amount of oil. Research shows our oil savings would equate to over 37 percent of American imports from the Persian Gulf, if every person who could telecommute did so. So you look at all these different, far-reaching effects, and it's hard to justify not allowing anyone to telecommute.
CONAN: Ben Waber, can you confirm those statistics?
WABER: Well, so there's a few things. So you save money when people telecommute, in terms of not needing a desk - not needing, you know, office space. But what you're actually doing is, you're losing performance. I mean, the idea is that - you know, let's say we pay you $50,000 a year. If by coming in, you become 30 percent more effective, then you've already paid for all the furniture that you buy.
CONAN: And the heating, yeah...
WABER: Yeah. And the important point is that it's, again, not just your individual productivity. The important point about all this is what you're losing - is you're not losing the meetings; you can still do those online. You can still do those over the phone. It's these serendipitous interactions, these - you know, going to grab coffee, going to grab lunch with somebody. These important social interactions have a very measurable effect, and it's something that more than pays for - again, all the space, all the desks that people have. And companies are essentially asking the wrong question. They're looking at, you know, their physical footprint, and they're saying: How can I slice 10 percent out of that small part of the budget? What they should be asking is - saying, how can I, you know, make an environment - some of this is digital, some of this is physical - but how can I make an environment where my employees can be as effective as possible?
And that very well could mean - and a lot of times, does mean - spending more money on space, but that if you can see how that space translates into increased performance and increased productivity, then that's when you understand, how can I make these trade-offs between - again, for some people working from home more, and for a lot of these more creative teams where, again, these interactions are important - how can I get them to come in?
CONAN: This has been a favorite subject by some of the best writers in the country, on the op-ed pages. We're just going to read excerpts from a few of them. This is from Ruth Marcus in The Washington Post: How ironic that a technology company, dedicated to enabling connectivity, would enforce such a retrograde, back-to-the-assembly-line edict. It reflect a bricks-and-mortar mindset in an increasingly cyber world. How depressing this edict comes from a female CEO, albeit a seemingly bionic one. You have to worry whether this is Mayer demonstrating that she is as tough, or as boneheaded as any guy.
This, from Maureen Dowd in The New York Times: Mayer has shown she is willing to do what it takes, with no coddling. She has a huge challenge in turning around Yahoo. She was the third of three CEOs at the company in 2012 alone. She had success brainstorming face-to-face during her years at Google, where she was the 20th employee, the first female engineer, and the shepherd of more than 100 products.
The Times' Laura Holson wrote that when meeting with Google subordinates: Mayer came across like a meticulous art teacher correcting first-semester students. Mayer's bold move looks retro and politically incorrect, but she may feel the need to reboot the company culture, harness creativity, cut deadwood and discipline slackers, before resuming flexibility.
And this is from Farhad Manjoo in Slate - a guest who's been on this program many times: Mayer is going to regret this decision. It's myopic, unfriendly, so boneheaded that I worry it's the product of spending too much time at the office. She did, after all, build a nursery next to her office to house her new baby. It's not just that the policy completely elides the virtues of working from home. Numerous studies have found that people can be more productive when they're allowed to work away from the office.
A little further on, Farhad writes: The working-from-home ban also reveals Mayer doesn't know how to measure her workers' performance. Swisher quotes a source who says Mayer has been irked about Yahoo parking lots that are slow to fill in the morning, quick to empty by 5 p.m. This is a classic bad-manager misconception that a full parking lot means people are getting stuff done. And it's easy for employees to game that system. If my boss makes it clear that she's looking for my car in the parking lot in the evenings and on weekends, all I've got to do to get noticed is spend a lot of time at the office. Sure, this will ruin the rest of my life but otherwise, it's easy. As long as I'm in the office, even if I'm just playing "Solitaire," I know I'm making a good impression.
We're talking about telecommuting and Yahoo. You're listening to TALK OF THE NATION, from NPR News. Let's go to Diane, Diane with us from Nashville.
DIANE: Hello. I love your show. Thanks for taking my call.
CONAN: Thank you.
DIANE: I want to say, I'm a manager as well; and I see telecommuting as a privilege, not a right, and I would not start that way with anybody. I would want to test out their ability to self-structure, to produce, to show initiative, to demonstrate some maturity. And then they can earn some part of that. There's also certain tasks that take undivided attention; I could see letting someone go home.
But I agree with the comments made about the loss to the work environment and the culture and relationships. I have people who will send an email to the person in the next cube. I'm like, you're crazy - because every interaction is a chance to build a relationship, and you just blew that by jotting off a one-line email when you could go and engage, and maybe take everything to a higher level than just checking it off your task list.
CONAN: But I was interested what you said, Diane; that the - to have them establish, essentially, a baseline first, working at the office.
DIANE: Yeah. Yeah. I think - it takes a lot of maturity, I think, to self-structure and be as productive as you might be if you know I'm going to walk in at any moment and ask, what's going on?
CONAN: Susan Gunelius, that seems to accord with what you've been saying.
GUNELIUS: Well, absolutely because not everyone is capable of managing themselves. At the same time, I think that a good leader can recognize who is capable of managing themselves, and who is capable of doing their work to the best of their ability without micromanaging them. And I think that those people should be given the freedom to work the hours that they think they need to work and the - where they think they need to work, to get the job done. And it's certainly not something that everyone can do.
But saying that absolutely no one can telecommute; or referencing the quote that you used before, that the sign of a good employee is someone who works late and is in the parking lot past 5 - we've all worked in those corporate cultures, where that's the culture. It's - I had a boss who used to walk by - a vice president, early in my career - who used to walk by at 5 o'clock, at the end of the day. And if someone was leaving on time, he would say, oh, it looks like you don't have enough work to do.
And I think that's a culture that we need to move away from, and that's what puts us back in these situations, that kind of thinking where you do - you have to be required to work a massive amount of hours to demonstrate that you're a hard worker, and that you are putting in your 100 percent.
CONAN: Ben Waber, do you have those kinds of bosses there at Bio - Sociometric Solutions?
WABER: Oh, well, I don't think so. I mean, I do - I completely agree with those sentiments, though. The idea that you just need to put in face time, you just need to appear there and you need to, you know, stay there, stay at work very long hours, just to make a presence, is - that's not effective. The idea that - and again, also the idea that people should occasionally be able to telecommute into the office, even in these very complex jobs where you need a lot of coordination that can't just be covered by formal meetings, that - data has shown that that's still good.
However, the issue is that in the work that we do today and that is increasingly becoming a larger part of our economy, this very complex work requires incredibly tight coordination. And when you don't have that, then you have lots of things go wrong. And you just can't - no matter how much you try, when you're at home by yourself, if you actually aren't - are never talking face to face with the people that you work with, or even rarely talking face to face with people, you're going to be a lot less effective.
And so - again, not sort of watching the parking lot and trying to count the hours that people are in, but the idea that for a decent part of the day, you need to be in the office because you need to interact with other people. Like, that is something where the data shows that's very important. It makes not only individuals more productive and individuals happier but actually, it makes the entire office happier and more productive. And I think this idea where, you know, we can actually use data to show that that's the case across the wide variety of companies, is extremely important.
CONAN: Diane, thank you very much for the phone call.
DIANE: Thank you. Bye-bye.
CONAN: And I'd like to thank our guests. You just heard Ben Waber, a visiting scientist at MIT's Media Lab, who - president and CEO of Sociometric Solutions, and a former senior researcher at Harvard's Business School. He joined us today from studios at Stanford University. Thanks very much for the time.
WABER: Thank you.
CONAN: And Susan Gunelius, president and CEO of KeySplash Creative, founder of the blog womenonbusiness.com. You can read her comments there. Thank you very much.
GUNELIUS: Thank you.
CONAN: Coming up, the political chaos in Italy. We'll also be remembering the great pianist Van Cliburn. Stay with us. It's the TALK OF THE NATION, from NPR News. Transcript provided by NPR, Copyright NPR.


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Manssor Arbabsiar, an Iranian-born naturalized American citizen, has pleaded guilty to conspiring with Iranian military officials in a plot to kill the Saudi ambassador to the United States, the Justice Department says.
He was arrested last October, as we reported at the time. It was a case, spy novelist and Washington Post foreign policy columnist David Ignatius said then, that read more like an Elmore Leonard "caper novel" than a cloak-and-dagger "spy novel."
Ignatius thought the tale of a Iranian-born U.S. citizen living in Texas reaching out to a man he thought was with a Mexican drug cartel (who turned out to be a paid informant for the Drug Enforcement Administration) and trying to arrange the bombing of the ambassador, was "extremely unusual and sloppy ... tradecraft" and isn't how Iran's spy agencies usually work.
But Justice says that:
"In connection with his guilty plea, Arbabsiar admitted that, from the spring of 2011 to the fall of 2011, he conspired with officials in the Iranian military who were based in Iran to cause the assassination of the Saudi Arabian ambassador while the ambassador was in the United States. Arbabsiar acknowledged that at the direction of these co-conspirators, he traveled to Mexico on several occasions during 2011 in order to arrange the assassination of the ambassador. Arbabsiar admitted that, with his co-conspirators' approval, he had arranged to hire a DEA confidential source (CS-1), who claimed to be a representative of a drug cartel, and CS-1's criminal associates, to murder the ambassador. Arbabsiar further admitted that he agreed to pay $1.5 million to CS-1 and had discussed with CS-1 a plan to murder the ambassador at a restaurant in Washington, D.C. — a plan that was approved by Arbabsiar's co-conspirators. Arbabsiar then arranged for a $100,000 down payment, in two installments, to be wired to CS-1."
According to the FBI, "Gholam Shakuri, aka 'Ali Gholam Shakuri,' a co-conspirator and Iran-based member of the Qods Force ... who was also charged in the plot, remains at large." He's presumably in Iran.
Iranian officials have accused the U.S. of fabricating the plot.
Arbabsiar "faces a maximum potential sentence of 25 years in prison (10 years on counts one and two, and five years on count three)," Justice says. He is to be sentenced in January.
Copyright 2021 NPR. To see more, visit https://www.npr.org.


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