Currently work in a HCOL area, graduated in December with BS in finance, traveled a little after for a month. Couldn’t really land any finance jobs have an accounting background , so it took me a few weeks to land the position I’m at right now. I have around 3 years of experience, I worked FT during my undergrad. Working as mostly bookkeeping, and AP for a small construction company to then a huge construction company. Currently working in my first (in my opinion) accounting job as an associate for a small firm. I don’t want to say sector but it’s not an accounting firm or construction company like my background. The job and company at first seemed perfect. Granted I was getting base salary, the company is respected they have great benefits, will cover my CPA exam fees and sign off my hours.
Fast forward to my first 30 days, my manager did a complete 180. There was no real training from my superiors other than “training videos” which my co workers said at the time I watched them don’t really help. I’ve been learning more as I go, with many lessons and things learned situationally. My manager answers my questions about certain processes and things I get confused on or want to double check with; “uh what did I say?” , “uh what do you think?”. Her emails are also super weird and with a lot of attitude often times with just me in the thread, unless she points out a mistake I made, then she will CC our director. I am overall I think “okay” with my director. They have always told me to ask questions and that there is always a learning curve within the first 90 days. To keep in mind, my coworkers have all been at this company for 10 + years except my manager. She has been a little less than a year with the company, and I recently found out the person whose position I filled quit without a two weeks notice. “They left everything on their desk and didn’t come back”. The person before this person, also didn’t stay with the company because “it wasn’t a great fit for them”. Often times my coworkers roll their eyes or don’t say directly but insist that I go to them with questions or concerns about any processes or tasks, that “it will be better if you came to me first”. Which I do now, and I feel like things have really soured with my manager and I, as I can see her make faces and almost try to outsmart me with my own questions when I just want to learn. These things have me contemplating now this position that I was once super excited about, because I am also beginning my accounting courses for credits and was happy to learn in and outside the class. I understand that I am supposed to progress and I have been, but it has been super difficult when I have a manager that isn’t approachable and just wants to pounce at my mistakes. I get that this maybe common for managers because I have worked with some like this, but I just don’t think it’s worth it. When I can make the same money in a hybrid position. I commute also 1 hour in 1 hour home, and have recently been just testing my resume to see if I could land a hybrid role. Kind of confused, I’ve been telling myself to just suck it up and man through it; but everyday it seems like something new is going to happen or my manager will just try to throw me under the bus in front of my director.

I do not mean to vent here but I feel so wronged by safeway. Iv done everything to go back. Quit my last job in the most respectful way possible, the manager at sonic was very nice but I hated food service lol. Gave him a reeses before asking to leave and I think he enjoyed it. Anyways back onto safeway, what I think caused this is that I failed to put in my two weeks for a leave of education/ failed to remind him or tell him the correct date, because of this I was fired. A year later I became depressed so I didn't look at safeway much (I did not know I was non-rehireable). This year when I tried to return, I applied and the lady seemed to like me but then found out I was non-rehirable. I looked at HR to see if I could fix it. I think I did but when I came back to tell them they seid they still didn't want to hire me because of insubordination due to me cussing. I was 17(now 19) and I never cussed in an aggressive manner, just like how a teenager would cuss in daily conversations. Very unprofessional of me though. Dispite this I feel I was nice to everyone and tried to do my best at my job. I was so utterly devoted to safeway and I talked to everyone about it at my school and how much I recommended working there. Dispite the wrongs with cussing and failure to put in a 2 weeks I also took my friends into the backrooms which was also unprofessional and had a bad day once where I had bad cramps so I wasn't as productive and I felt so bad about it. I know I wasn't the best worker but I came in when called to help out (that only happend once but ya know) and took other people's shifts when they were put of a wrong schedule, I always wanted to work overtime. I feel like I'm also the reason why my friend went to work at safeway because of how much I talked about it and as they were one of my friends I took around when working/the backrooms. Although dispite this I feel like I was annoying because of how deprive I was to work there and also the incident where I lost my phone and find my phone seid it was at home so I kept ringing it but it was at safeway the whole time so the managers had to put it in a desk to make it be quite. I might just be emotional too because I had to euthanize one of my chickens but you know im also just autistic lol ;-;. I do still feel a but childish especially as I am putting this out on the internet.
We're they in the right to do this? Was a bad worker? This is the whole true story to all that I remember I don't think I did too much wrong to deserve this
I may go work at Walmart because that's literally the only other retail place in my small town. I hope this does not affect my ability to get hired there

Blocktrade is an European crypto platform based out of Estonia that offers the most popular coins on the market, allowing users to easily buy and sell. They support bank and card deposits.
Sign up reward
Currently they're offering a €10 reward to new users who deposit €100 with a credit/debit card or bank transfer and buy a minimum of €100 worth of any cryptocurrency. The €10 is added instantly.
The offer is available worldwide with the exception of the USA and these countries.

STEPS

1. Click here to DM me & type $bid in the comments
   
2. Sign up and deposit at least €100
   
3. Buy at least €100 worth of any coin
   
4. The reward should added instantly and I'll send you my share
   
5. You're free to sell or withdraw the crypto
   

-> Terms -> Fees
Check out other easy crypto offers:

NAME	REWARD	LINK
LUNO	€75	Click here
BRIGHTY	$30	Click here
BLOCKTRADE	€17	Click here

For context ive been at my location (in washington) for coming up on 2 years and in my time here ive seen a lot of things im well are are not okay but i just want some other perspectives on people from other stores and see some input on my experiences and potentially see what i can and should do with the issues that are present as well as see if this is just what working for dominos is like.
Ill start by saying the mangers at my store are great. Where the issues arise are with our supervisor and franchiser.
So a good example on something that happened recently was our gm caught one of our drivers stealing money from customers by writing in tips and he has been doing this for a long time at this point when our gm threatened to fire him our supervisor told him no and refused to let our gm fire him (dispite this being a felony to my knowledge). 0 action was ever taken against him and none of the customers ever received any compensation or where told what happened. About a month later oer came and he happened to be picked by our proctor for the car check. When his car was checked he was found to have boxes of ammo in his car (which im sure everyone is aware this is not okay) from what i heard from of our mangers this caused us a "critical failure" yet still no action was taken against him ane too this day he still works for us.
Another issue that happened recently as well as something that has happened in the past on multiple occasions is our make line broke and wasn't keeping any food cold and was like this for about 3 days. Our supervisors solution to this was just to put ice under the tubs and that was it. While this did keep food colder it definitely was not keeping it near the standard it should be at. Our make line wasn't just not keeping food cold either it was dumbing coolant all over our floors. During this period not once we're we ever aloud to stop serving food.
Some other present issues are the way our supervisor talks to people as way as the way she chooses to treat all of us. When she is at work there is 0 professionals. she constantly brings personal issue's into work then makes it everyones problem a number of examples which are all very similar is she has had breakdowns at work and threatened to fire people on the spot (including myself) when these situations have occurred nothing that warrants this reaction has ever happened. my personal example with this situation was when i was on loads and i was also helping with topping because at the time a lot of our insiders were new and not very quick so i was picking up the slack where it was needed and helping when i could while also loading, and never once letting my loading suffer as a result of helping my co workers. When she saw me helping she made everyone on our line completely stop so she couldv very rudely yell at us which lead to me explaining my situation where she then threatened to fire me if i didn't immediately stop talking. While doing all this in an extremely public setting in front of a store filled with customers she then went into how we are under no circumstance aloud to move from our assigned positions (unless you are the one answering phones) which i do understand the not wanting us to move but the way she handled it was not okay and at my store we dont really assign positions the way we usually function is when insidersor or managers come in they just go directly to where they are needed. (when she has these breakdowns its also typically within sight and ear shot of our customers as i stated in my example) i have personally had customers apologys to me after seeing the way she has treated us which atleast for me is very telling that everyone present understands this is not acceptable behavior.
My finally issues that i as well have personally experienced is when i began takeing new medication. my doctor recommended i take 2 weeks off of work to properly adjust to it. I was given a note by my doctor with all the necessary information on it to excuse me from work for 2 weeks. When the note was presented i asked for my sick time my gm (who is not the issue) told me he didn't know how to put in sick time. With my franchiser no one is aloud to know how to put in sick pay but our franchiser and supervisor ( i dont know if this is normal but i felt it was important to mention) at the time our supervisor was on a personal LOA so he contacted our franchiser and asked him how to enter my sick time my gm was then told i do not qualify and am not allowed to receive it. When i heard this i wasn't totally surprised as in the past my coworkers sick time had been denied. My main example is when one of our insiders asked for his sick pay he was told he must be "physical incapacitated" to use his sick time. (he was out for about 4 days with a cold and he as well presented a note from his doctor asking to be excused from work. He also never received his sick time) This indecent with myself has happened over 3 full months ago and i have still have yet to receive my money i reported this to L&I instantly and providing the proper evidence as im well aware my situation qualifys for me to use my sick pay ( L&I confirmed my thoughts with a quick phone call ).
There are plenty of other issues present at my location but these are the main examples that cane to mind when thinking of what to mention when asking for opinions and advice on this any comments and insights are welcome thank you

I have a feeling that there's going to be replies to this post with people just saying I'm lazy or entitled because of wanting to avoid doing a certain task at my job, so I just want to start by saying this isn't so much about me disliking a specific position as it is about being concerned that I'm going be way less useful working this position than if I was doing something else.
I work at a used media/tech store. We sell pretty much anything related to the term "entertainment". It's not a big chain, but it's also not exactly a small-town store either, it's one of these kinda in-between small chains run by a few siblings. Anyway, I really like my job overall, my managers and higher management all seem to be pretty chill, my coworkers are nice and generally hard-workers, and there's good pay and benefits.
All of us do various things at the store, but by far my least favorite and the one that I feel least confident in is our trade-in counter: where people bring stuff in for us to buy from them. Although I was trained on it when I first started, I haven't worked there since I got hired and even then it was only for a few days. And I made multiple big mess-ups in those few days.
It's pretty complicated compared to trading stuff in at other places because we take in like multiple thousands of items a day. We have various forms of trade-ins you can do depending on how long you're willing to wait and how much stuff you have, it goes around to multiple evaluators, there's a handful of other stuff to do aside from helping customers trade stuff in, and also there's just SO much stuff that gets traded that it can frazzle you if you're not good at multitasking. Also, the trade counter is by far where we end up getting the most aggressive and weirdest customers.
About 2x a year the schedule gets changed up a bit to accommodate how busy the store usually is during specific seasons, and recently we had one of these shifts. Unfortunately, for some reason the managers doing the shifts decided to put me on a long trade-in shift. Also, it seems to be an opening shift where I'd be the only person working that area for at least an hour right when we open.
I'm not really sure why they did this because currently I mostly just sort things and put stuff on shelves, which I like a lot, and I seem to be pretty good at. I get to work at my own pace doing this type of work and I usually get a lot done. I've even gotten compliments from a lot of our management and department directors about how quickly I work. Aside from that sometimes I get called to the register, which I still don't even mind much, but I legit haven't worked our trade counter for months.
It has me pretty stressed out because I feel like I don't really know what I'm doing in that area, and it seems like I'm only going to get a short refresher training beforehand. The only thing that I can think of is that they've seen my efficiency working elsewhere in the store and figure that I could transfer it to that area, but I think they're overestimating my abilities lol. I'm trying to be hopeful but I just genuinely feel like I'd be far more useful literally anywhere else in the store, and I'm concerned this may be stressful enough of a position to lead to me quitting. I'm just not built for dealing with constant, rapid tasks and repeated interactions with weirdo customers.
I don't really want to bring it up directly to management because, as chill as they are, I know they also don't hesitate to fire people for small stuff and I don't know if they'd take my concerns seriously. The only strategy that I can think of is to try to see if I can get one of the directors who I've worked under before ask to put me back on one of the tasks for them that I was doing previously. I believe that happened one time before actually because we had a new hire take over one of the shelving areas I was doing and after a director complained about the change, they put me back on it.
I'm wondering if anyone has any suggestions for a situation like this?
tl;dr - I work at a used media/tech store, mostly doing sorting and shelving. Schedules recently were changed and have put me on a shift at our trade-in counter, which I've barely ever worked at and am not very good at. Trying to find a way to get out of it.

That’s it, I’m filing a complaint.
I’ve been trying to solve this problem for 2 months. I escalated this to the vice president with whom I’ve been trying schedule a meeting with for a month…and he just quit!
“Mandatory”$50 Commuter dining dollars that “disappear” after each semester…dumbest thing I’ve ever heard! I bring my OWN homemade lunches everyday and I refuse to eat the trashy food on campus.
NOWHERE is found where it clearly states that this fee is mandatory. NOWHERE! Student handout, university website, etc. Other establishments CLEARLY state if their meal plans are mandatory or not. Mine doesn’t!
Not a single staff was able to show me proof of this charge being mandatory. I escalated this to vice president. He’s so impolite in his emails! He does not care! And he just quit…and made her secretary email me that sorry this charge is mandatory. No explanations, no proof, NOTHING!
What’s should I even do? I swear, it’s a circus!

I have a hearing scheduled in 10 days and I need to fill out information update form.
My tenant stopped paying rent over six months ago. He moved out of the unit back in January but has since been subletting it to some construction workers, who are unknown to me. He still visits the unit about once a week.
My neighbor witnessed him moving out in January and took some pictures of him moving his furniture and personal belongings. And signed statement of witness for tribunal form.
The question on the information update form asks whether the tenant has moved out, and if so, when.
Since he still has the keys to the unit, I am unsure how to answer this. I don't want to provide incorrect information that could invalidate my documents.
Should I say he moved out or I should say he is still living there since he didn’t formally hand out the keys

Thanks to our favorite website, there is some insight in N12 wait times and the process.
Citation: Shemchuk v Nacu, 2024 ONLTB 32896 Date: 2024-05-22 File Number: LTB-L-099252-23
N12 served on December 8 2023 Hearing April 24th 2024
LTB order May 22 2024 Eviction date June 30 2024
It came down from waiting on hearing for 8 months + 2 for 60 day notice to 7 months from serving notice to eviction.
And this is one of those more convoluted cases that people here would salivate about.
Failed sale, multiple N12s, police called etc
The Tenant testified the on or about February 20, 2024, the Landlord scheduled an appraisal at the rental unit, with an appraiser from RBC. The Tenant testified that an individual came to the rental unit, who allegedly was from TD bank, however this individual was unable to provide a business card to the Tenant to identify himself and did not come prepared to take proper photos as he only had his cell phone. The Tenant further testified that this individual attempted to call the Landlord but was pretending to speak with someone on the phone. The Tenant testified that she called the Police regarding this incident. I heard the Tenant’s submissions regarding this incident, and although I understand it made the Tenant uncomfortable, I do not view this incident as an act that undermines the Landlord’s good faith intention.

1. I heard the Tenants submissions regarding the Landlord wanting to sell the property back in July 2023, however I am satisfied on a balance of probabilities, that due to their current financial circumstances this intention had changed. I also considered the Tenants submissions regarding the Landlord selling the property after the Tenant vacates, however this submission is based on mere speculation, and the Tenant did not provide evidence to substantiate this.

________________________________________________________________________________________________________
Another order, LTB in true mafia trash tradition. Fahd Ahmed is the landlord if anyone wants to read it for themselves.
THIS IS WHAT LTB ALLOWS TO HAPPEN IN BROAD DAYLIGHT IN THE COURT. COMMON ROBBERY WHERE LTB IS HOLDING THE LANDLORD DOWN.
The Landlord waives the rent owed by the Tenant for the month of December 2023 in lieu of compensation to be paid to the Tenant for the N12 notice of termination under section 48.1 of the Act.

1. Provided the Tenant gives vacant possession to the Landlord on or before May, 31, 2024, the following shall apply in respect of arrears of rent and the application of the last month’s rent deposit:

a. The $700.00 rent arrears owing for the month of January 2023 is waived by the Landlord.
b. The $3,500.00 rent arrears owing for the month of March 2023 is waived by the Landlord.
c. The monthly rent owing for the months of January 2024, February 2024 and March 2024, for a total of $14,000.00, is waived by the Landlord.
d. The last month’s rent deposit of $3,500.00 shall be applied to the last month of the tenancy, for the period between May 1, 2024 to May 31, 2024.

1. In the event the Tenant does not provide vacant possession of the unit to the Landlord on or before May 31, 2024, then the arrears of rent in the total amount of $18,200.00 for the period ending on April 30,

What court in the world would preside over something like this?? And this is why I say LTB is trash. Please don't say they agreed, they agreed because they had no choice. And LTB facilitated theft of 18K. Just for not paying this rent tenant should have been evicted.
Anyway, hopefully that 18K buys them a nice tent.

Selecting the right car wrecker & cash for car removal company can save you time, money, and hassle. Here are four useful tips to consider before making your choice:

1. Check for Licensing and Certification

• Why It's Important: Ensuring that the car wrecker is licensed and certified guarantees that they follow industry standards and regulations. This also means they are more likely to handle the disposal process in an environmentally friendly manner.
• What to Do: Ask the wrecker for their license number and any certifications they hold. Verify these with local authorities if necessary.

2. Evaluate Their Reputation

• Why It's Important: A reputable car wrecker will have a track record of satisfied customers and reliable service. This can provide peace of mind that your car will be handled properly and you will receive fair compensation.
• What to Do: Look for reviews and ratings online, ask for references, and check with the Better Business Bureau or similar organizations. Speak to previous customers if possible to get firsthand feedback.

3. Get Multiple Quotes

• Why It's Important: Different wreckers may offer varying amounts for your car based on their assessment and market demand. Getting multiple quotes ensures you receive a fair price.
• What to Do: Contact several car wreckers and provide them with details about your car, including its make, model, condition, and any damage. Compare the offers and choose the one that provides the best value.

4. Understand Their Process

• Why It's Important: Knowing how the car wrecker operates, from the initial quote to the final removal and payment, can help you avoid unexpected issues and ensure a smooth transaction.
• What to Do: Ask about their process for evaluation, pickup, and payment. Find out if there are any hidden fees, whether they offer free towing, and how quickly they can complete the transaction. Understanding these details can help you make an informed decision.

Conclusion

Choosing the right car wrecker involves more than just accepting the first offer you receive. By checking for licensing, evaluating reputation, getting multiple quotes, and understanding the process, you can ensure a smooth and beneficial experience. Take the time to do your research, and you'll be more likely to find a reliable wrecker who meets your needs.

We're considering running a survey for mturk workers to take five unique photos from their smartphone and then submit them. Perhaps answering a text based question or two.
Does anyone know if this is allowed and what would be an appealing fee per survey completed? Any experience with surveys that have done this and what made them work well?

Race Information

• Name: Vermont City Marathon
• Date: May 26, 2024
• Distance: 26.2 miles
• Location: Burlington, VT
• Website: https://www.runvermont.org/
• Age: 35M
• Time: 3:26:22

Goals

Goal	Description	Completed?
A	Sub-3:20	No
B	Sub-3:30	Yes
C	Finish	Yes

Splits

13.1 splits	Time
1	1:43:20
2	1:43:02

Ancient History

Growing up, I was always pretty active and started running in High School. Going into my Junior year, I began to take running much more seriously and made steady progress with a 5K PR of 17:06 at the State meet. Going into my Senior year, I had been training 6 days a week with the team and hitting 40-60 miles a week consistently with hopes of going low 16's by the end of the XC season. Then, disaster. Pain in my quads was getting worse and worse until a bone scan finally revealed bilateral femoral stress fractures - one midway along the midline of each femur. I was devastated, and completely stopped running from August until February. By then, it seemed like things were getting better and I was able to put in some good miles for the spring Track season. I was always a better mid-distance runner, and was able to snag a few PRs of 2:00 in the 800m (agony, 1s off) and 4:35 in the 1600m. By that point I was basically over running, completely burned out and sick of running.
10 years later...
I wake up one morning in April of 2017 to take a shower and realize that I have no temperature sensation in my right leg whatsoever. I'm now finishing grad school, I've moved across the country, first kid on the way and due in a matter of weeks. I'm not working out much at this point, maybe running every few months at best. Stress is high. I go to urgent care and the last 6 months of subtle pins and needles on the left side of my face and the occasional double vision start to make a lot more sense. Multiple Sclerosis. It's not a death sentence, but I felt like the world was ending. My kid was due in 4 weeks and now my future was completely uncertain. A month or two, an MRI and one spinal tap later and the diagnosis is confirmed.

Training

Fortunately, new medicines have made MS much more manageable and I was lucky to have a great medical team. Perhaps the most important thing to keep the disease in check beyond highly potent immunosuppressants is regular exercise. Time to start running again.
Starting out was rough, but within a few weeks I was able to feel ok running 15-20 miles a week in the 8-10 min/mile range. I keep that up consistently for a year or so and run my first 10K with a time of 44:42, which I was pretty proud of at the time. Things are going well for a while, second kid is on the way, my MS seems mostly stable, albeit leaving me with some permanent loss of function of my left leg (these gait issues will come up later), pins and needles in my right leg, and fatigue. Then COVID hits. Now I'm at home, with much more time. I increase my mileage a bit, now running 20-30 miles a week but not really following any particular plan or anything. Move across country, keep running when I can.
Mid-2023 I decided to finally take it up a level. I was mostly using the Garmin Daily Workouts at this point and running consistently 30 miles a week. I decided to run my first half-marathon, just as a virtual training run, and felt pretty good about my time with an 8:24/mi average pace. Going into fall, I juggled some illnesses but kept running. Unfortunately around November I started to develop Sesamoiditis and had to really limit my running to 35-40 miles per week. I ran a Christmas 5K with a time of 19:14, which felt pretty good, but was still dealing with the Sesamoid issue.
Over time, the Sesamoid started to resolve but I would occasionally feel some twinges in my right Adductor. Nevertheless, I felt like the time was now to try for my first Marathon. Around February, I finally committed and decided to do the Pfitz 12/55 plan. I had been consistently in the 35-40 range for a few months, so felt like I had a decent base. At first, I found the plan quite difficult to deal with. It was the most structured running I had done since high school, but after a while my schedule adapted and I was hitting all of the workouts. About halfway through, the Adductor issue started to really rear its ugly head. It seems like it's a combination of gait issues from my MS as well as compensating for the weakened Sesamoid. I attempted to strength train, but had to back off a bit.
At best, I was able to hit 53 miles a week, occasionally having to skip some workouts for cross-training or rest. I felt like I nailed the 20 mile runs pretty well and overall the LRs felt good. I ran one 5K as a kind of "tune-up" with a time of 19:21, pacing a friend, so putting in maybe 80-90% effort. Due to injuries and some travel I was never able to do one of the longer tune-up races. Unfortunately, the Adductor issue continued to wax and wane, finally flaring up badly about 3 weeks out from my target marathon. After a consultation with Ortho, I was told to stop running cold turkey for two weeks prior to the Marathon, and then a follow-up last Friday I was given the green light to try it ... cautiously ... but consider dropping out if it is too painful.

Pre-Race

My taper was compromised pretty heavily by the injury, so I was really feeling worried about how the race would go. That said, I knew that the training was done at this point, and so an extended rest shouldn't make TOO much of an impact if I feel ready. I carb-loaded three days out and tried to take on a lot of fluids. While my injury was feeling better, the next worry was the temperature. Forecast was saying low 60s for the start of the race, ramping up to the mid 70s by the time I expected to finish. We drove up to Burlington from the Boston area on Friday with the kids, and I likely did too much walking on Saturday but overall I was feeling ok and was fortunate to get a good amount of sleep Saturday night (7.5hrs).
I'm a scientist by training, so planning and preparation is second nature to me. I woke up at 4:45, had a cup of coffee, half a bagel, a banana, and a Maurten 160 drink. Because of the temperature, I decided to prepare two 500mL bottles of Tailwind, one that I would take with me and one that I would pickup from my wife at the Half point. I planned for 4 gels (Maurten@5mi, Gu@10mi, Maurten+Caf@15mi, Maurten@20) and to get a cup of water at every aid station each 2.5mi. I jogged down to the start at 6:15am, used the restroom probably 4 times, and lined up with the 3:30 group.

Race

My plan was to start out with the 3:30 pacer group and see how things go. The course is advertised as being flat and fast, but I'm not sure I believe that because there is a big hill you run up twice with 120ft of vert over about 1/2 mile and between 5-7% grade at times. The course is essentially two figure 8s, and you start in the middle. At 7:15am, we took off. The first few miles felt a bit stiff, but I was chatting it up with the pacers and feeling pretty relaxed. We were going a bit ahead of pace, clocking in at 7:50 per mile for the first 4-5 miles. Around the 10K mark, I was feeling a bit antsy and the pace was slowing down...I decided to head off alone, despite a lot of reservation that I was making a poor decision.
Around Mile 9, I was starting to feel a bit of tightness in my legs and my HR was in the high 160s. I was a little bit concerned about this early fatigue, but I knew from my training that I feel like this on almost every single run and it doesn't really seem to get worse, it just seems to be part of my mechanics or something. I kept pushing on, mile after mile, keeping my pace pretty consistently. Every aid station I got a cup of water, drank some and splashed the rest on my head. This made a HUGE difference in the end.
Mile 13, came in at the Half feeling great. Started up one of the hills and saw my wife. *Disaster* she had the wrong bottle. No carbs, no Tailwind for the 2nd half, and my current bottle was empty. At this point, I had also been taking my gels early. My stomach was feeling great so instead of a gel at every 5th mile I was taking one at every 4. The race provided gels at mile 8 and mile 21, so I had picked up an extra gel by this time and made the decision to stop at the next aid station around mile 15 and fill up my bottle with Gatorade. Salvation.
Kept chugging along, feeling a bit of fatigue setting in around the slog from mile 16-19. At mile 19, I saw my wife again and she had the correct bottle (it was my fault, she thought I meant for her to give me a larger, recovery bottle I had prepared of Skratch for after the race). I got my bottle of Tailwind and hit the monster hill at Mile 20. This was my slowest mile at 8:15 (GAP of 7:40) and it really sapped my strength. I was thinking that this must be like running Heartbreak Hill the entire time I was going up.
Through the hill, into the last 10K. Starting to feel desperate, just pushing forward every step of the way. The pacing in this marathon is quite strange, because it also has a Relay of either 2-person or 4-person teams, so you're always seeing different people with way fresher legs than you. Ended up finding a woman to run with who was crushing it, and we paced eachother the last 3-4 miles. Took a last gel around 24 miles and grinded it out to the end.

Berlin next... then Boston?

Post-race, I was feeling pretty happy with my 3:26 time. To be honest, I felt a little anti-climactic, although I'm not entirely sure why. I didn't feel a ton of adrenaline or emotion throughout the race and things seemed pretty collected. That said, I'm pretty surprised at how much I loved almost every minute of the race itself. Maybe it was just because it was my first time, but it was truly a fun and rewarding experience.
I think there were a few areas where I could have pushed just slightly harder, but given it was my first marathon on a somewhat challenging course in the heat I'm overall happy with my time. I absolutely nailed my hydration/fueling and my pacing, with a slightly negative split overall, so I'm really pleased with that. As a whole, I'd give my training cycle maybe a 6/10; I think I definitely raced too many of my training runs, likely leading to some of my injuries. I was also only able to go above 50mpw in 2 of the 12 weeks of the program.
Given my somewhat poor training cycle, I'm hoping that I still have a lot of room to improve. I was a bit worried that my MS would cause issues during the marathon, particularly my left leg, which tends to lose coordination in long, higher intensity efforts. Fortunately, it felt pretty good throughout.
Earlier in the year, I was lucky to get a spot for both Berlin and NYC. Given their proximity to each other, I'm going to try and defer NYC to next year. I've now been thinking through if I want to try and apply to Boston for 2025. Given my MS, I am technically eligible for an "adaptive" application, which has a cutoff time of 6:00. I feel in two minds about this, because on one hand I feel like I'm maybe taking a bit of the easy way out, when it might be possible for me to hit sub-3:05 some day. On the other hand, I don't know how many years I have left running so I'm thinking I might just seize the opportunity now and then try and qualify through the more "standard" way in the future. Curious on people's thoughts on this, and thanks for reading!
Made with a new race report generator created by herumph.

The Importance of Addressing Investor Complaints: Insights from a Seasoned Expert

As a seasoned financial analyst and legal expert with over a decade of experience, I’ve seen my fair share of investor complaints and the repercussions they can have on both the advisor and their clients. A recent example comes from a situation involving Trevin Kent, a Monterey-based financial advisor. While the specifics of the case remain confidential during the ongoing investigation, it serves as a poignant reminder of the gravity of such allegations in the financial advisory sector.
Understanding the Impact of Investor Complaints
Investor complaints typically range from poor communication and misunderstandings to more severe allegations like mismanagement of funds or unethical behavior. Whatever the case, each complaint has the potential to erode trust, damage professional reputations, and, most importantly, result in significant financial losses for the clients involved. Cases like Trevin Kent's underscore the need for transparency, diligence, and adherence to ethical standards within the financial advisory industry.
The fact is, financial advisors are entrusted with not only the capital but also the financial future of their clients. This trust, once broken, can be difficult, if not impossible, to restore. Thus, it is imperative for both investors and advisors to have measures in place to handle disputes swiftly and fairly.
Taking Action with Haselkorn & Thibaut, P.A.
For investors who find themselves facing financial losses due to the negligence or misconduct of a financial advisor, taking quick and effective action is crucial. This is where Haselkorn & Thibaut, P.A., a national law firm that specializes in fighting solely on behalf of investors, comes into play. With a remarkable 95% success rate, Haselkorn & Thibaut, P.A. offers the expertise and determination needed to recover investment losses.
Why Choose Haselkorn & Thibaut, P.A.?

1. Specialized Focus: We concentrate exclusively on representing investors. This means we understand the intricacies of securities law and how best to approach each case.
   
2. Impressive Track Record: With a 95% success rate, our history of victories speaks for itself, demonstrating our capacity to effectively handle a wide range of investment disputes.
   
3. Risk-Free Representation: We operate on a contingency basis — if we don’t recover funds for you, you don't pay us any fees. This ensures our interests are perfectly aligned with yours.
   
4. Nationwide Reach: No matter where you are located in the United States, our firm can assist you. We understand the nuances of state and federal regulations affecting investments.
   
5. Personalized Service: Every client’s situation is unique. We provide personalized consultation and tailor our strategies to meet your specific needs.
   

If you have suffered investment losses, don't hesitate to take action. You can reach Haselkorn & Thibaut, P.A. at 1 (888) 784-3315 or visit InvestmentFraudLawyers.com to schedule a free consultation. Our experience and dedication can be the cornerstone of your effort to recover your investment losses. Remember, there is no recovery, no fee, which means you have nothing to lose by reaching out for help.
Final Thoughts
Allegations like those faced by Trevin Kent serve as a stark reminder of the critical role ethics and responsibility play in the financial advisory industry. For investors affected by such situations, taking informed, decisive action is not just a choice, but a necessity. With the right legal team on your side, recovering your losses and gaining some peace of mind can be a realistic and achievable goal.

I was cleaning the kitchen while my husband was in the shower and I kept hearing a splat sound. Come to find out that theres a ceiling leak coming from the shower upstairs. This has been going on for at least a month now because our couch was wet and we assumed it was our dog getting on the couch after drinking water but we realized the wet spot on the couch is the same spot. I am in panic mode as I have an baby at home who sleeps on the side of the house where the leak is. I told my husband we need to have someone come out immediately. His idea is to sign up for home warranty and wait until the 30 days is up so that whatever the fees are could be covered under the warranty. I told him that he's insane and if he doesn't have anyone come out to address the situation I'd be taking our daughter and moving to my parents for the next 30 days since he doesn't think its serious. He scheduled to have someone come out to look tomorrow after he gets off of work. Please take a look at the pictures. Is this detrimental? Does the structure of the ceiling look compromised? I can refrain from using water I'm just worried about whether or not its safe for my daughter.

I have an almost 3 year old and an almost 1 year old. Starting in August I will be looking for a live-in nanny. This is what I am looking at hours and pay wise:
Hours vary, but would be 36-44 a week (one week longer and the next week shorter) and long hours - 2-3 days of full time work and care. The other 4-5 days off during the week. I am a night nurse, so the days each week would vary based on my own schedule and require them being the only adult home during those nights, and working the next day while I sleep. I hope this makes sense.
Daily tasks would include dropping off OR picking up from preschool 3 days a week (just one, they will not be required to do both especially if it is an off day, this time will be taken into account of their total hours for the week), light cleaning and cooking meals just on days I am working.
I am looking at a salary of $25-30,000 a year. Car insurance, phone, and all food expenses are covered by us. And of course all living expenses as they would be live-in. Car not provided, would prefer they had their own. Will cover car-related expenses if they are driving often on days they are working.
Four weeks of paid vacation per year, 6 paid sick days per year (they can of course take more as needed, these will just be what is paid and will only count towards days I am working).
Does this seem fair? Please let me know if not! I haven’t done much research and want to be sure they are fairly compensated and have reasonable work conditions.

At Fault Car Accident While Working [KS]
Just needed some advice regarding an incident that had happened while at work.
I live in Kansas and my job requires me to drive around the county fairly often. They provided a fleet of cars. The cars are insured by them.
Today I was driving along with a coworker who was in the passenger seat. I was going south and had stopped to make a left turn into a street. The other side of the street had cars backed in their left lane due to a car wanting to take a left lane as well so my view was obstructed. When I thought it was safe and clear to go, I proceeded with a left turn and was immediately hit by a car going north about 35 to 40 mph. From what I can remember my car felt like it spun multiple times. Two car accident. My airbags went off. The driver of the other car stayed in his car until paramedics came and was taken to the hospital by ambulance. He seemed disoriented. Our car definitely sustained a lot of damage and I believe it will be totaled. As soon as I recovered from the shock I got out the car to check on my coworker who seemed disoriented and in shock still. I had a bystander call the police. Plenty of witnesses to see what happened. Firefighters came first and then EMS and then the police. We declined an ambulance since I told them that we could get a ride to the hospital (I had my GF come and pick us up). I promptly notified administration at work of the accident and the maintenance man was sent out to tow the car and provide insurance information of the car. Administration also had HR send me workers compensation information to fill out. The police took my statement and had me fill out an accident form. I put the company auto insurance down. I was cited for failure to yield to right of way - left turn.
We then went to the hospital to get checked out since my ankle was hurt and my worker seemed to have a concussion. She and I both provided our personal insurance information. They then learned we were on the clock for work and stated it changes things since it’s considered worker’s compensation.
They ran 3 x rays on my ankle and deemed no fractures or dislocation. I do feel a sharp pain when I fully extend it backwards and forwards. I can walk on it but there is a bit of discomfort. My coworker stated her head really hurt and they had her do a CT scan.
When I got home I called to pay the citation and they said there’s no notice to appear and it’s just a fine.
Is there anything thing I need to be aware of since I was considered at fault by the police? How will this affect my insurance? Will I be needing an attorney? Is there anything I should or shouldn’t be doing?

I've been a driver since 2017 and have provided over 7000 completed trips but I'm always amazed at how little riders know about what drivers do. For instance:

• Drivers NEVER determine what you pay for your ride - UBER has complete control over pricing
• It's NEVER acceptable behavior to get sick or make a mess in an Uber - we don't care how much you've had to drink or what the reason is - if you're feeling like you might throw up then don't schedule a ride until after you barf your guts up.
• Don't blame your driver when you leave something like your phone in their car. It costs us time and money to return your things and we are not your parents. Besides - Uber pays us a $20 fee every time we return your lost items
• When you schedule a ride - you are not guaranteed unlimited access to our vehicles. DON'T open the trunk without asking and DON'T bring your kids without the appropriate car seats. EVER!
• We are NOT moving vans and we are not going to help you vacate your apartment. That's what Uber Connect / Delivery / Freight is for.
• Do NOT be upset when we wait for you for five minutes and cancel when you DON'T show up - we are only required to wait two minutes (the next three are at OUR discretion - not yours).
• We get paid for minutes and mileage - those are the things that make us money.
• Honest drivers DO NOT file false claims for cleaning fees - we would much rather not have to clean our cars after you and we do not want the reputation that comes with being branded a "scammer"
• It's our job to get you home safely - Uber provides a recommended route we drive but you can suggest taking an alternate route. But remember - it's OUR job and responsibility to drive - ultimately we as drivers get to determine when and where to turn unless it becomes obvious we are not going in the right direction or getting you to your destination.
• Please don't assume your driver is paid a majority of what Uber has charged you as this is NEVER the case and in most instances it is less than 50% of the total fee.

I'm always amazed at the posts I read where a rider thinks we actually work for Uber - there are no drivers accepting rides through the Uber app who actually work for Uber. Please don't refer to us as your "Uber" - we work for ourselves and Uber will never let you (or us) forget that.
It is OUR car that you ride in - not Uber's and it is our livelihood that we are protecting when we set rules for our riders. Some of my rules are:

1. No weapons of any kind in my vehicle - period. If you are law enforcement just tell me you are a LEO. No other discussion is needed.
2. No smoking or vaping of any kind at any time inside the vehicle
3. No drinking alcoholic beverages inside the vehicle because it violates open container laws
4. No fighting or abuse of passengers (i.e: no domestic violence, bro fights or abuse of the driver)
5. No racial profiling or discussion of sensitive subjects
6. I control the stereo and the phone chargers - ask first
7. Bring your own car seats - it's the law. (Enough said)

I try to be a reasonable driver and I can make some adjustments on the fly - but don't order UberXL and expect me to transport ten people (I have seven seat belts) or show up with ten suitcases going to the airport with five passengers (two suitcases = one seatbelt = minus one passenger).
Want to know more - just ask - it's better not to assume.

Hello everyone,
While I was assigned male at birth, I have recently found myself deeply interested in feminism. Maximizing freedom and human dignity is one of my key values, and these conditions cannot be realized if they do not first and foremost apply to women. Therefore, during my current time in college, I decided to educate myself further and take more courses on women's history. For a course in Women and Gender in U.S. History, I wrote the piece I am sharing today.
I am posting it here because I don't know where else to post and am planning to publish this work as a zine and am seeking any preliminary feedback, constructive criticism, or thoughts and suggestions on rewriting the piece to communicate more effectively. I hope you enjoy the read and find it interesting.
Thank you!
A Grand Domestic Revolution.
The American Material Feminist Movement of 1860s – 1930s and Their Strategy to Abolish the Second Burden.
Introduction.
In her 1981 book 'Grand Domestic Revolution', Dolores Hayden coined the term 'material feminism' to describe a branch of feminist thought and practice that emerged within the first wave of feminism in the United States. Material feminists were activist women who were the first to articulate the dependence of the society on unpaid women’s reproductive labor, in turn demanding economic and social justice for their sex. Their ideas and practice centered around a call to women that to become truly equal and thriving members of society, they must work together to alter their material conditions through creation of feminist cooperative economic institutions, homes, neighborhoods and cities that are designed to socialize housework, eliminating the ‘double burden’.
Despite being overlooked by the public and even contemporary feminist scholarship, the material feminist movement played a crucial role and influenced not only feminism but also other progressive and egalitarian movements of its time, lasted between 1860s and 1930s. Although the material feminists movement ceased to exist over a century ago, the social critiques and proposed solutions it put forth remain more than relevant to this day. This essay aims to provide an overview of some of the participants of the movement, their theory and practice as well as influence on the feminist and other movements.
Context of the time.
Although the practice of the movement can be formally seen to have begun with the founding of the Cambridge Cooperative Housekeeping Society by Melusina Fay Peirce in 1869 (to be discussed in detail below) the critique of the traditional domestic life in America traces to the beginning of the century with the utopian socialist movement. Members and practitioners of the movement engaged in construction of ideal communities, “building new world in the shell of the old” as a saying of the time went, believing that the power of example would lead to larger transformation of society. Emancipation of women being one of the goals of the movement, Charles Fourier, French philosopher and socialist thinker, argued that “the degree of emancipation of women is the natural measure of general emancipation” and that a society where women enjoyed economic independence was superior to one where they were condemned to domestic drudgery[[1]](#_ftn1). Followers of the movement thus worked to build close knit communities with socialized childcare, laundry and cooking.
Religious communities too contributed to the rise of the movement. Between 1774 and 1826 the Shakers, an offshoot of The Society of Friends, built over 19 settlements in northeastern US, [[SK1]](#_msocom_1) although utopian communities would thrive well until the Civil War[[2]](#_ftn2). In her Seven American Utopias: The Architecture of Communitarian Socialism, 1790 – 1975, Dolores Hayden counted over 130 separate communities, most of them situated in the New England and Midwest regions[[3]](#_ftn3). In such communities’ domestic work was treated equally as important as agriculture or production, with men and women equally being required to participate in agriculture as well as social reproduction. Domestic chores became social labor, with the people singing songs while they worked. Communal kitchens were the “dynamic centers of the village”[[4]](#_ftn4).
It was such communities that Elizabeth Cady Stanton, an aspiring suffragette, came to encounter in 1847 when she moved to Seneca Falls, New York. At the time, the community housed two Shaker villages and at least eight Fourierist Phalanxes[[5]](#_ftn5). The following year at the Seneca Falls Women’s Rights Convention she would give a rousing speech in support of co-operative living and against isolated home:[[6]](#_ftn6)
“my duties were too numerous and varied, and none sufficiently exhilarating or intellectual to bring into play my higher faculties. I suffered with mental hunger. . . . I now fully understood the practical difficulties most women had to contend with in the isolated household, and the impossibility of woman’s best development if in contact, the chief part of her life, with servants and children. Fourier’s Phalansterie community life and co-operative households had new significance for me.”
Some 50 years later in 1899 at the National American Woman’s Suffrage Association, she would urge Susan B. Anthony to add cooperative [[SK2]](#_msocom_2) housekeeping to the organization’s agenda[[7]](#_ftn7).
After conclusion of the civil war, Americans were witnessing a drastic change of their nation as industrialization was picking up steam. More and more people were moving into ever denser towns and cities, where row houses gave way to apartment hotels and horses beginning to give way to street cars and trains. Alongside industrial factories, commercial laundries and large-scale restaurants were mushrooming. In such context, housework began to change as well.
First Practical Experiments.
In 1864, Melusina Fay Peirce (1836-1923), published an article in The World magazine, where she first imagined housekeeping cooperatives – women’s associations where housewives and former servants would work together to produce clean laundry, mended clothing and cooked food which would be delivered to husbands for cash on delivery[[8]](#_ftn8).
Melusina Fay Peirce was one of nine children, born in 1836 to a Vermont clergyman father and a severely overworked housewife mother, Emily Hopkins Fray (1817-1856). Emily died at the age of 39, and the toil that plagued and cut short her life instilled in Peirce an ardent desire to improve the lives of housewives. Despite coming down in the annals of herstory as originating the theory of co-operative housekeeping, she must have gotten inspiration from her great aunt Caroline Howard Gilman (1794-1888), who advocated for creation of municipal cooked food services, and professionalization of housekeeping services in her 1834 book Recollections of a Housekeeper[[9]](#_ftn9). Majority of Melusina’s cooperative theorizing would come out in a series of articles published in the Atlantic Monthly in 1868 and 1869 where she developed her critique of women’s economic position in industrial society[[10]](#_ftn10):
“It is one of the cherished dogmas of the modem lady, that she must not do anything for pay; and this miserable prejudice of senseless conventionality is at this moment the worst obstacle in the way of feminine talent and energy. Let the cooperative housekeepers demolish it forever, by declaring that it is just as necessary and just as honorable for a wife to earn money as it is for her husband”.
Peirce preceded many feminists who viewed unpaid domestic labor as the source of women’s oppression, both economic and intellectual. She argued that women’s intellectual talents suffer a “costly and unnatural sacrifice” to “the dusty drudgery of house ordering” [[11]](#_ftn11). Since women's economic dependency on men was identified as the root cause of their inequality, she and other reformers aimed to create new women's public institutions and professions to foster women's economic independence. The professionalization of women’s household chores was to be done with scientifically planned equipment, built environments, and training by professional female teachers. She aimed to transform household chores into public businesses and in turn create female professions of equivalent status to that of men[[12]](#_ftn12). Even if not explicitly organized under cooperative structures, this ethos would be central to the material feminist movement. However, cooperative form of organizing became the dominant model of organization for in cooperation these women were able to carve out oases of female-dominated and -controlled space, resisting male dominated, hierarchically organized, household and the firm[[13]](#_ftn13) – in other words:
“Cooperatives were the material embodiments of changes the reformers created in gender and class power dynamics involved in the performance of household chores.[[14]](#_ftn14)”
For domestic servants turned employees, cooperative environments offered a more pleasant working experience compared to individual households. The collaborative nature of cooperative labor made tasks lighter and more manageable. Cooperatives often had access to more modern equipment, which facilitated easier completion of tasks. By working in cooperatives rather than individual households, servants were freed from the vulnerabilities associated with being employed in private residences, such as the risk of sexual assault or social isolation. Moreover, participation in cooperatives elevated the status of servants to that of higher-status and higher paid wage laborers, allowing them the opportunity to marry and establish their own independent households. From the perspective of housewives, joining cooperative environments provided a reprieve from the constant supervision of servants. Many housewives utilized this newfound free time to engage in domestic reform organizations or self actualization[[15]](#_ftn15).
On May 6^th, 1896 Peirce’s famous Cambridge Cooperative Housekeeping Society (CCHS) located in Cambridge, Massachusetts would hold its first meeting. The experiment was partially successful but would last only until 1872. Since women had to have permission of their husbands to participate in the co-operative, Melusina decided that the board of CCHS would be overseen by a Council of Gentlemen, a board made of husbands of the members. Although praising Peirce’s scheme overall, a feminist paper The Revolution run by the Elizabeth Cady Stanton, labelled establishing the Council of Gentlemen as “licking of the male boot”[[16]](#_ftn16). Indeed, the Council of Gentlemen would be its downfall. At the beginning of the experiment, the Council consciously altered the original constitution developed by the women to hinder the experiment and restrict their wives’ labor to the household[[17]](#_ftn17). In the original constitution, each department—a grocery store, a bakery, a kitchen, and a laundry—was to be directed by four directresses answerable to a thirteen-member executive committee. This structure ensured that “the responsibility would have been so shared that it would not have fallen too heavily upon any, and the decisions arrived at in a number of cases would have been wiser”[[18]](#_ftn18). However, the new structure made Peirce an "active and responsible agent for the whole [enterprise], as in a manufacturing company," quickly overwhelming her with all the supervisory work and eventually leading to her complete burnout.
The society first opened a laundry since it was needed the most by the community. Women working in the laundry were paid higher wages than at any other industrial laundries[[19]](#_ftn19). However, despite collective efforts, the laundry could not turn a profit since the volume of the laundry being processed was a quarter of the size for which machinery had been installed[[20]](#_ftn20). On July 1870 the society opened a cooperative grocery store which Melusina expected to manage, something she could not meaningfully do due to her involvement with the laundry. Because of what Melusina would label Husband – Power, only 10-12 members patronized the society, not nearly enough for the society to break even. Indeed, many board members, managers and the president would avoid the CCHS due to opposition of their husbands. To cite one example among many, the president was made to resign because her husband expressed dissatisfaction with the frequent visits of the directors to their home for meetings. He was particularly furious when he had to wait for his wife to finish a meeting before she could sew a button for him[[21]](#_ftn21). As Peirce describes him, a famous Cambridge abolitionist would exclaim “What! My wife cooperate to make other men comfortable? No indeed![[22]](#_ftn22)” The Council of Gentlemen would vote to close the operation on April 1^st, 1871[[23]](#_ftn23).
Despite failure of the experiment, Peirce remained a respected theoretician. Her articles would remain in global print from Colorado to London UK[[24]](#_ftn24). Peirce would go on long traveling tours, first domestically then abroad to Europe where the cooperative movement was much more developed. Many of her ideas and practices would ultimately manifest themselves in those regions[[25]](#_ftn25). In 1884 she would publish her famous book Co-Operative Housekeeping; How Not to Do It and How to Do It. A Study in Sociology which summarizes and organized all her experiences so far. In the work, her feminism was sharp. She wrote that:
“No despotism of man over man that was ever recorded was at once so absolute as the despotism — the dominion of men over women. It covers not only the political area. It owns not only the bodies of its subjects. Its hand lies heavily on their inner most personality, and its power is so tremendous that whatever they are, it is because these absolute lords have willed it.” [[26]](#_ftn26)
Although brief, Perice’s experiment would ripple through the ages and continents, sparking constant attempts at the Grand Domestic Revolution.

Growth of a Movement
The movement was diverse in both class and political ideology. In 1880s Kate Field, a New York socialite, started a Cooperative Dress Association which only hired women and specialised in “healthful clothing for women”. A neat feature of the operation was that all the employees, whether seamstresses or clerks, all were provided with comfortable seating[[27]](#_ftn27). In 1885, Marie Howland (1836-1921), a New York editor and writer, fierce advocate of free love, anarchism and trade unionism, would publish extensive plans for co-operative housekeeping. Howland came to the movement when in the 1860s she lived for a year at the at the Familistere or Social Palace established by Fourierists in Guise, France. It was a vast complex of buildings which contained centrally heated apartments, day care facilities and cooked food service for 350 iron foundry workers and their families[[28]](#_ftn28). Howland would later expand the agenda of cooperative housekeeping to include collective childcare. As an urban planner, she designed and built neighborhoods with central kitchens and kitchenless houses, catering to socialists who established communities in California and Louisiana.[[29]](#_ftn29).
In 1874 Marie Howland wrote Papa’s Own Girl, a utopian novel inspired by her experience in France. The material feminist movement would inspire a whole genre of utopian literature[[30]](#_ftn30). 1887 Edward Bellamy published Looking Backwards, a utopian socialist novel set in Boston in the year 2000. In the city of the future all the cooking is done in public kitchens while washing is done at public laundries. This work became an instant success and only accelerated the movement, spreading the ideas of material feminism to the larger socialist movement.
In 1873, Ellen Swallow Richards (1842-1911) achieved the milestone of becoming the first woman to receive a Bachelor of Science from MIT. Two years later, she made history once again by becoming the first woman appointed to its faculty. In her role, she headed a "Woman's Laboratory," which was the world's first laboratory dedicated to teaching science specifically to women.[[31]](#_ftn31) In 1892 she coins the term “oekology” as a science of consumption and social reproduction, in the future the science would lose its political rigor and would come to be known as ‘home economics’. In 1890, she established a New England Kitchen, a community kitchen that provided affordable, ready-cooked, and nutritious meals. The Kitchen was particularly geared for working classes who had to summon the energy to prepare meals at home after spending ten or more hours each day laboring in factories and mills. Her first Boston location was country's first health food restaurant, as well as its first large-scale nutrition laboratory or a “household experiment station”[[32]](#_ftn32). These Kitchens were established in cities across New York, Rhode Island, Boston, Chicago, and Hull House, and were run by well-paid women scientists nutritionists[[33]](#_ftn33).
In 1898 Charlotte Perkins Gilman(1860-1935), daughter of an impoverished single mother, published her seminal work Women and Economics: The Economic Factor Between Men and Women as a Factor in Social Evolution. In the work Gilman asserted that patriarchy was impeding human evolution by confining women to the domestic sphere. She believed that human progress could be accelerated by relieving women of domestic duties and childcare responsibilities, enabling them to pursue both motherhood and paid employment, thus granting women economic independence from men. It was her original contribution that the advancement of socialism would be facilitated by the establishment of socialized domestic work and the creation of new domestic environments, not the other way round as was traditionally thought[[34]](#_ftn34). Thus, Hayden suggests that Gilman effectively developed “a solution with-out a name to what Betty Friedan was later to call 'the problem with no name'.[[35]](#_ftn35)” Harriet Stanton Blatch, suffragist and member of the Socialist Party, saw Gilman’s work as her “Bible”, while NAWSA’s[[36]](#_ftn36) leader, Carrie Chapman Catt considered Gilman to be the greatest living American feminist [[37]](#_ftn37).
By the turn of the 20^th century collective housekeeping became a recognizable solution by the feminist movement to the problem of domestic drudgery. To some examples of many, in 1907 Carthage Missouri, local suffrage group organized a community kitchen and dinning hall to furnish which all the members of the community brought their dinner tables. Having freed themselves from constant need to cook, the suffragists converted their old dinning rooms into offices for their cause[[38]](#_ftn38). Along side Carthage, countless other community kitchens, dinning halls and cooked food delivery services would be organized across the country[[39]](#_ftn39). In 1915 Henrietta Rodman and her Radical Feminist Alliance in NYC organized a feminist apartment house in Greenwich Village[[40]](#_ftn40). In September 1918 Zona Gale published an article in the Ladies’ Home Journal, stating that “The private kitchen must go the way of the spinning wheel, of which it is the contemporary.[[41]](#_ftn41)”

Reaction and redbaiting.
Despite all this context, a pertinent question arises: what happened to this movement, and why does the second burden persist over a century later, despite attempts to address it? The answer to that question can be summarized as follows: forces of reaction. Not just the Material Feminist, but the larger feminist activist movement fell under heavy and sustained attack that came with the Red Scare starting in the 1919. Henry Ford’s Dearborn Independent represented countless women’s civic organizations as being part of a “red web” answerable to Alexandra Kollontai, the head of Zhenotdel (Women’s Department) in the nascent Soviet Union[[42]](#_ftn42). Adjacent organizations were set up like the Woman Patriot which was “dedicated to the Defense of the Family and the State AGAINST Feminism and Socialism”[[43]](#_ftn43). Fears ignited by waves of labor strikes and demonstrations domestically, coupled with revolutions abroad, prompted captains of industry in the US to contemplate a variety of strategies to mitigate conflict between labor and capital. One of the results was the 1919 campaign by the Industrial Housing Associates, stating that – “Good Homes Make Contented Workers”[[44]](#_ftn44). This would be the root of the famous Levitt Towns and the modern suburbia. As Levitt himself would say in 1948: "No man who owns his house and lot can be a Communist. He has too much to do"[[45]](#_ftn45).
Among countless other contributors, in 1928 American anti-feminist Christine Frederick, would publish a book that still defines the consumer economy to this day: Selling Mrs. Consumer. She dedicated the book to Herbert Hoover, American industry, and advertising executives. In her words, advertising was to be aimed at women’s “inferiority complexes”[[46]](#_ftn46), while the industry was to flood the market with labor saving devices but implement “progressive obsolescence”[[47]](#_ftn47) to insure steady consumption.[[SK3]](#_msocom_3)

Conclusion.
Even though the American material feminist movement was not led by Alexander Kalantai, it held significant potential for sparking a genuine domestic revolution. By establishing economic institutions rooted in feminist and mutual aid principles, reformers were effectively engaging in economic direct action. They were, as the saying of the time went, "building a new world in the shell of the old," one neighborhood, town, or city at a time.
Despite losing to the forces of reaction, the movement can never completely die because the fundamental critique of the Material Feminist movement remains valid: social reproductive labor is still predominantly performed by women, unpaid, which keeps them economically dependent on men.
The hegemonic consumerist ethos made the home nothing more than a box to be filled with commodities. Incapable of addressing the multitude of crises that such an ethos created, its only response is to silence and medicate dissent. In a true capitalist realist fashion, a 1978 advertisement for Valium and Librium—drugs mass-prescribed to housewives suffering from myriad mental health problems caused by this ethos—read, "You can't change her environment, but you can change her mood."
This is the central insight of the Material Feminist School of Thought: the material environment can be changed through reason and collective action, leading to an improvement in women's lives and a deeper independence, both personal and economic. In the current crisis of imagination regarding a meaningful future, bold experiments like those undertaken by activists in previous centuries are essential to demonstrate that a better order is not only possible but preferable. As David Graeber points out, "revolution happens when there is a change in common sense of what is possible." By projecting their imagination and reason into the polit–economic realm, material feminists provided working examples of a better order, offering hope and instructions of a liberated future. Hence, the movement faced such strong opposition, because it presented a viable alternative to the hegemonic patriarchal order.
Bibliography
Primary Sources
Frederick, Christine.1929. Selling Mrs. Consumer.
Peirce, Melusina. 1884. Co-Operative Housekeeping; How Not to Do It and How to Do It. A Study in Sociology.
Peirce, "Cooperative Housekeeping II,” Atlantic Monthly 22 (December 1868)
Zona Gale, “Shall the Kitchen in Our Home Go?,” Ladies' Home Journal, 36 (March 1919).
Secondary Sources
Albinski, Nan B. 1988. “Utopia Reconsidered: Women Novelists and Nineteenth-Century Utopian Visions.” Signs: Journal of Women in Culture and Society 13 (4): 830–41.
Hayden, Dolores. 1979. Seven American Utopias: The Architecture of Communitarian Socialism, 1790 – 1975. MIT Press.
Hayden, Dolores. “Melusina Fay Peirce and Cooperative Housekeeping*.” International Journal of Urban and Regional Research 2, no. 1–3 (March 12, 1978):
Hayden, Dolores. 1981. The Grand Domestic Revolution: a History of Feminist Designs for American Homes, Neighborhoods, and Cities. MIT Press.
Hayden, Dolores. 1984. Redesigning the American Dream: the Future of Housing, Work, and Family Life. W.W. Norton.
Spencer-Wood, Suzanne. 2004. A historic pay-for-housework community household: The Cambridge Cooperative Housekeeping Society.
Stanley, Autumn. “Scribbling Women as Entrepreneurs: Kate Field (1838-96) and Charlotte Smith (1840-1917).” Business and Economic History 21 (1992)
Swallow, Pamela Curtis. The remarkable life and career of Ellen Swallow Richards: Pioneer in science and Technology. Hoboken, New Jersey: Wiley, 2014.
End-notes.
[[1]](#_ftnref1) Hayden, Dolores. 1981. The Grand Domestic Revolution: a History of Feminist Designs for American Homes, Neighborhoods, and Cities. MIT Press. p. 35.
[[2]](#_ftnref2) Ibid, p. 39.
[[3]](#_ftnref3) Hayden, Dolores. 1979. Seven American Utopias: The Architecture of Communitarian Socialism, 1790 – 1975. MIT Press. p. 362-366.
[[4]](#_ftnref4) Ibid.
[[5]](#_ftnref5) Ibid, p.51.
[[6]](#_ftnref6) Ibid.
[[7]](#_ftnref7) Ibid.
[[8]](#_ftnref8) Spencer-Wood, Suzanne. 2004. A historic pay-for-housework community household: The Cambridge Cooperative Housekeeping Society. P. 142.
[[9]](#_ftnref9) Ibid; Hayden. Grand Domestic Revolution. p. 78.
[[10]](#_ftnref10) Peirce, "Cooperative Housekeeping II,” Atlantic Monthly 22 (December 1868), p. 684.
[[11]](#_ftnref11) Peirce. Co-Operative Housekeeping; How Not to Do It and How to Do It. A Study in Sociology. Massachusetts: J. R. Osgood and company, 1884. p. 181
[[12]](#_ftnref12) Spencer-Wood. The Cambridge Cooperative Housekeeping Society. p.138.
[[13]](#_ftnref13) Peirce, "Cooperative Housekeeping II,” Atlantic Monthly 22 (December 1868), p. 691.
[[14]](#_ftnref14) Ibid, p. 142.
[[15]](#_ftnref15) Ibid.
[[16]](#_ftnref16) Hayden. Grand Domestic Revolution. p. 79.
[[17]](#_ftnref17) Ibid.
[[18]](#_ftnref18)Spencer-Wood. The Cambridge Cooperative Housekeeping Society. p.150.
[[19]](#_ftnref19) Ibid. p.147.
[[20]](#_ftnref20) Ibid.
[[21]](#_ftnref21) Hayden. Grand Domestic Revolution. p. 81: Peirce. Co-Operative Housekeeping. p. 107-109.
[[22]](#_ftnref22) Peirce. Co-Operative Housekeeping. p. 108.
[[23]](#_ftnref23) Spencer-Wood. The Cambridge Cooperative Housekeeping Society. p.150.
[[24]](#_ftnref24) Hayden. Grand Domestic Revolution. p. 82.
[[25]](#_ftnref25) Pearson, Lynn. The architectural and social history of Cooperative Living. New York: St. Martin’s Press, 1988.
[[26]](#_ftnref26) Peirce. Co-Operative Housekeeping. p. 184.
[[27]](#_ftnref27) Stanley, Autumn. “Scribbling Women as Entrepreneurs: Kate Field (1838-96) and Charlotte Smith (1840-1917).” Business and Economic History 21 (1992): 76.
[[28]](#_ftnref28) Hayden, Dolores. 1978. “Two Utopian Feminists and Their Campaigns for Kitchenless Houses.” Signs: Journal of Women in Culture and Society 4 (2): p. 277.
[[29]](#_ftnref29) Ibid. Architectural & social history of cooperative living. 242
[[30]](#_ftnref30) Albinski, Nan B. 1988. “Utopia Reconsidered: Women Novelists and Nineteenth-Century Utopian Visions.” Signs: Journal of Women in Culture and Society 13 (4): 830–41. Hayden. Grand Domestic Revolution. p. 137-147.
[[31]](#_ftnref31) Swallow, Pamela Curtis. The remarkable life and career of Ellen Swallow Richards: Pioneer in science and Technology. Hoboken, New Jersey: Wiley, 2014. c.12.
[[32]](#_ftnref32) Ibid. p.103.
[[33]](#_ftnref33) Ibid. c.19.
[[34]](#_ftnref34) Hayden. Grand Domestic Revolution. p. 184.
[[35]](#_ftnref35) Hayden, Dolores. “Melusina Fay Peirce and Cooperative Housekeeping*.” International Journal of Urban and Regional Research 2, no. 1–3 (March 12, 1978): p. 415.
[[36]](#_ftnref36) National American Woman Suffrage Association – One of the main women’s suffrage organizations in United States. Existed from 1890 to 1920.
[[37]](#_ftnref37) Ibid, p. 5.
[[38]](#_ftnref38) Hayden. Grand Domestic Revolution. p. 207-208.
[[39]](#_ftnref39) Ibid. Chapter 10.
[[40]](#_ftnref40) Hayden. Utopian Feminists. p. 282.
[[41]](#_ftnref41) Zona Gale, “Shall the Kitchen in Our Home Go?,” Ladies' Home Journal, 36 (March 1919).
[[42]](#_ftnref42) Such organizations included General Federation of Women’s Clubs, the Woman’s Christian Temperance Union, the Young Women’s Christian Association, the American Home Economics Association, the American Association of University Women, the League of Women Voters. Dolores. Grand Domestic Revolution. p. 281-282.
[[43]](#_ftnref43) Ibid.
[[44]](#_ftnref44) Ibid. p. 283.
[[45]](#_ftnref45) Hayden, Dolores. 1984. Redesigning the American Dream: the Future of Housing, Work, and Family Life. W.W. Norton. p. 8.
[[46]](#_ftnref46) Frederick, Christine.1929. Selling Mrs. Consumer. p. 43-54.
[[47]](#_ftnref47) Ibid. p. 245-255.

At The Ye Law Firm, we understand that when you're dealing with a premises liability case, time is of the essence. That’s why we pride ourselves on providing fast and efficient legal services to our clients. As an experienced premises liability attorney Bellevue fast service (https://theyelawfirm.com/tacoma-personal-injury-lawye), I’ve seen firsthand how crucial timely legal intervention can be. We are committed to offering the best premises liability attorney Bellevue (https://theyelawfirm.com/tacoma-personal-injury-lawye) to help you navigate these challenging situations swiftly and effectively.
Watch here (https://youtu.be/74nBFnI82uQ)
Why Choose Our Fast Service?
Immediate Response
From the moment you contact us, we prioritize your case. We understand the urgency and begin working on your claim immediately. Our streamlined process ensures that no time is wasted, and you receive the prompt attention your case deserves. As the experienced premises liability attorney Bellevue (https://theyelawfirm.com/tacoma-personal-injury-lawye), we make it our mission to provide you with the support you need right away.
Thorough Investigation
A quick response doesn’t mean cutting corners. We conduct thorough investigations to gather all necessary evidence, interview witnesses, and consult with experts when needed. Our experienced premises liability attorney Bellevue (https://theyelawfirm.com/tacoma-personal-injury-lawye) ensures that every detail is meticulously examined to build a strong case for you.
Effective Communication
We keep you informed at every step of the process. Transparency and clear communication are hallmarks of our service.
Our Experience Matters
With years of experience handling premises liability cases, our team has the expertise to tackle even the most complex situations.
Proven Track Record
Our track record speaks for itself. As the premises liability attorney Bellevue fast service (https://theyelawfirm.com/contact/), we have a history of achieving significant settlements and verdicts for our clients.
If you or a loved one has been injured due to unsafe conditions on someone else’s property, don’t wait. The sooner you get in touch with us, the sooner we can start working on your case. Our premises liability attorney Bellevue fast service (https://theyelawfirm.com/tacoma-personal-injury-lawye)ensure you receive the compensation you deserve without delay.
Contact us today at (425) 322-0577 to schedule a free consultation. You can also visit our website at https://theyelawfirm.com/tacoma-personal-injury-lawye (https://theyelawfirm.com/tacoma-personal-injury-lawye) or email us at contact@theyelawfirm.com (mailto:atcontact@theyelawfirm.com). Let us provide you with the experienced and prompt legal representation you need.

Hi there- FTM with an almost 8 month old baby. Our nanny started in March and we love her. I’ve gone back to work part time from home and she works 28 hours/week guaranteed (10:30-5:30 Mon-Thurs) with occasional date nights extra. Her responsibilities are just focused on care of baby (diaper changes, play, feeding) and no other housework is required/ she’s fine to be on her phone during nap times. We pay $27/hour plus vacation, paid holidays and sick time and pay legally through a payroll service. Since she’s started she’s received pay for 8 days that she didn’t have to work via a mix of my family’s travel schedule, her PTO and a paid holiday. All that to say that I think it’s been a good relationship and a fun job for her too that she is compensated well for given standard rates in our area. It just so happens that she lives about a 5 minute drive or 15 minute walk from us, which is obviously very convenient for both parties. Prior to working for us she worked for two families who lived about a 15-20 minute drive away who did not guarantee her hours. We’ve decided to move around ~35 minutes away from where we currently live into the suburbs. The commute would probably be around 30-minutes in the morning and may be closer to 40+ in the evening, pending traffic, if she kept her same schedule she has now. While I don’t know that she will want to commute regardless- and respect that- I would like to retain her if possible and not change my daughter’s care.
Seasoned nannies, what are your thoughts on offering any of the below, knowing she will have to commute more? Or are there other incentives I’m not thinking of?

• Paying her 2 hours more per week to offset her increased commute time (30-min per day she works)
• Increasing her hours, if that is of interest to her
• Increasing her hourly rate by $1-2/hr
• Potentially being open to adjusting her hours within reason to avoid some traffic
• Offering additional benefits? (More time off or something else)

Thanks in advance!