Garden Gnomes, you say?

Definitely check out the Maverick. It’ll fit bikes much better (it even has slots in the bed to fit 2x4s for a diy bike mount) and has a hybrid base engine that’s a few thousand less than the Santa Cruz.

They really should have put the Ioniq 5 design team on it. And offered a hybrid option.

There are cup holders in a rear arm rest on the XLT and Lariat trims. 

Grilling is great. We also do it directly on the embers of a campfire. Pull off a few of the loose outside leaves. Keep the silk. Lay on the embers and flip after a few minutes. Or if you have a big fire will a lot of embers, just bury the whole ear in glowing red embers. 

Understanding that a sauna is no replacement for exercise, I’d be interested in any research or evidence to health impacts of the increased heart rate during a sauna. When I do a sauna my Garmin will show my heartrate between 130-140bpm (my resting heart rate is about 50bpm), which is about what I register during…

Yeah, this seems like a big gamble that depends on the mortage rate staying low

Dang. No wonder it caught on so quickly. 

Yeah. Most places don’t have a severance. It really wasn’t that hard to bank the PTO because during most of my time with the org I got 4-5 weeks of PTO plus a couple floating holidays per year. Not saying everyone can or should bank 10 weeks. Just that no one should lose compensation.

Whoa, so if they define PTO as “unlimited” they can treat it as a “perk” rather than “compensation?”

Co-workers “frowning” on others taking their earned PTO is most certainly toxic, but I agree that it’s core to the “American” work culture (which, as you said, itself is pretty toxic), which is part of the reason the workers should be able to determine how and when they want to use their compensation.

Sure, but a company’s culture can’t be blamed entirely on a policy. It’s likely those companies would have been just as toxic with use it or lose it. 

And all I’m saying is that a policy that allows for PTO banking/payout does nothing to keep you from using your PTO this year, but limits others’ options and potentially robs them of compensation.

Then you get paid for it when you leave your job. 

The funny thing is that with PTO banking you can still “use it.” Plus, even with a generous 2x annual accrual banking, you’ll still have a “use it or lose it,” but only after a nice asset to sit on. Not sure why anyone would prefer a policy where you can “lose” earned compensation. It’s like saying I prefer to be…

Yeah, we dropped to 1.5x annual accrual (which is about 330 hours for me) from 2x a few years ago, and I was able to keep about 100 hours grandfathered in a separate bank that I don’t touch. So I usually stay around 400 hours total. It gives me some flex if I can’t take time for a few pay periods before I need to take…

Yes. That’s the problem. PTO is part of the compensation package, and should have a tangible value for the employee. Taking that away is basically wage theft. 

Yes. “Use it or lose it” is the problem. Employees should be able to bank at least a year’s accrual (preferably 1.5-2x or unlimited bank). Perceived “unlimited” PTO is no substitute for bankable PTO.  

You can’t be paid out for unlimited PTO when you leave

There are also a bunch of Criterion Collection Blu-rays for $19 on Amazon right now.

There are also a bunch of Criterion Collection Blu-rays for $19 on Amazon right now.