Think Tech Hawaii. Civil engagement lives here. And welcome to Business in Hawaii with Reg Baker. We're a show that broadcasts live every Thursday at 2 o'clock from 2 to 2.30 in the downtown studios of Think Tech Hawaii. We focus our guests in our theme of the show is about success stories in Hawaii. We talk about how companies have made it work here. We've heard about all the challenges. It's not easy and we do have issues, but there are companies that are successful. They make it work and we want to learn their secrets and what they've done to get over these challenges or work around these challenges. So today I have Sanji Michigodani who is the managing director of Talent HR Solutions. It's a PEO and we'll explain what that is in a minute. But it's a very competitive industry. There's some big players. They're very aggressive, but there are some companies that have made it work here and they've done a good job. And Sanji is one of those people. Welcome to the show Sanji. It's good to have you here. Thank you. You too. Now you've been in Hawaii for a little while. Can you give us just a little bit of a background on how you got here and what you've been doing for the last 10, 15 years? Sure. I'm a local boy, born and raised here in Hawaii. I graduated from Kalani High School. Kalani High School. Okay, good. After high school I wanted to go to college on the mainland, so I ended up going to Southern Oregon College in Ashland, Oregon. Wow. That's cold country. Very cold. But also I've heard very beautiful. It's got some good mountains and they actually have some beaches too, don't they? Yeah. Actually the beaches we call lakes. Lakes. So after Oregon... What did you major in? Did you finish school there or did you finish school somewhere else? I finished school in Oregon, so I did my undergraduate there and earned my degree in general business management. Good. All right. That's good experience to have, good education to have to get into business. All right. And then did you come back to Hawaii right after that or did you stay in the mainland a little while? Actually, after I graduated it was so interesting. Back then we didn't have Google. There was Yahoo. I remember sitting in our computer lab and I wanted to... I didn't want to come back to Hawaii. I wanted to go somewhere where it had warm weather. So I put in warm weather, tropical climate, and San Diego, California showed up. So I was like, wow, this is where I'm going to go. You know, I have actually heard and you can confirm this, but San Diego probably has some of the most predictable weather in the world. Their variation in temperature during the year is one of the most narrowest in the country. Is that true? Yep. That is true. Yeah. It's an amazing place. And you were there for a while? I was there for almost seven years. Wow. What did you do there? So when I first relocated there, my initial career goal was to get into retail management. And the economy was just turning them. Turning for the better? Turning for the better. Yeah. It took me a while to find a job. And the first job I took, it was interesting. It was selling boots. Boots. Yeah. Boot world. Well, that was the name of the store? Boot world. Okay. Yeah. So you're an expert on boots? Just for three months. And prior to that, I was rapid firing resumes to, you know, at that time it was, you know, as I said, the economy was turning. So I was just trying to get anything I could. And a company called me. And one of the first things they said was, do you want to get paid for helping somebody find a job? And I was like, this is pretty interesting because here I'm finding, I'm trying to look for a job and they're asking me if I want to get paid. So I said, yes. So they got you hooked? Got me hooked. And then what, you went in there? Well, can you tell us the name of the company? Yeah. So the name of the company, the name of the company was called Aerotech. Okay. Very good company. They had one of the best training for like recruiting. So basically Aerotech was a large national employment agency. Did they specialize in anything in particular? They covered everything from, you know, administrative to medical to defense. It was just very broad. San Diego is definitely a place for defense. Yep. Yeah. As is Hawaii. Very good. Yeah. And you were there for how long? I was there for about two years at Aerotech. Very good. And then, but you were in San Diego for about seven years. Yeah. And so did you do something after Aerotech? Yeah. So after Aerotech, as you know, the dot coms were happening then. So, you know, there was an opportunity to work for a technology solutions provider and I was hired as a recruiter. So that makes sense. Yeah. Okay. So you switched right over into recruiting in a corporate world. Yep. And how long did you do that? I was there for about three and a half to four years. Yeah. That's a good experience. Very good. Yeah. It was fun. And so what brought you back to Hawaii? So what brought me back to Hawaii was I used to be an avid swing dancer in San Diego. Really? Yeah. And like a lot of people think that I don't swing. I only dance with my wife at home. But while I was on vacation, I met somebody and I ended up, you know, I asked my current boss. I had a remote job back then and they were able to let me work remotely from Hawaii. So nice. That was pretty neat. So you were able to stay in this corporate HR type of role, even though you weren't there, you started remote working from Hawaii. Yeah. Wow. Perfect. I bet a lot of people would like to be able to do something like that. Yes. Yep. And so you did that for how long? So I did that for about a year. And because of the time difference, they always gave preference to the recruiters that were in like their time zone. So Hawaii was about two to five hours behind. So they could only keep me busy for about 40 weeks out of the year. So I was like, wow, you know, in Hawaii, it's a very expensive place. And I have to find a supplemental income. So I started a recruiting company in 2002. Okay. 2002. And did you, this recruiting company, did it specialize in anything? So we started off in retail. And it kind of, we branched out to other areas like banking, real estate, just a variety of different industries. Yeah. Very good. And how long did you do that? So we had the recruiting company for about seven years. And we grew pretty quickly. We had three locations. We grew to San Diego, and then also to Las Vegas. But we kept it boticos, about five people per location. Now, was this the kind of the foundation or the core of today's talent HR solutions? So it sort of led up to that. So in 2007, you recall, we had the big financial crisis. And the collapse. Yeah, the collapse. And you know, for seven years, I thought that this was it. I could make a living placing people. And it was fun.  But the financial crisis, unfortunately, it wiped out. It changed things. Yeah. The job market got, it was damaged severely. So that was the time where we were thinking about other businesses. We already had our payroll setup. We had a lot of things set up to do HR and payroll. We just weren't proactively talking to potential clients about it. So that was actually very lucky of you to have set up some of these different types of operations that could easily switch into generating some revenue for you. So that wasn't brilliant strategy. It was just something that you kind of set up along the way. And then all of a sudden it happened. And that's sometimes being lucky can be just as good as being smart. Yeah. And a lot of it too is a risk too. Because I remember in that financial crisis, we had rents to pay. And it was just really bad. So it got to the point where I was like, I'm all in. I'm going to cash out my 401k, pay 40% taxes or what not to start up our PEO, which is talent HR solutions. See, a lot of people don't realize when owners of companies, small business owners really have to go all in like that. And they take a huge risk in putting all their chips on the table to make it work. And sometimes it does work. Sometimes it doesn't. But that's what small business people are all about. That's what they do. And you're a good example of that. And so you went all in, you set this all up, and then you started kind of re-shifting the focus of what you were doing into more of the payroll and the HR support. Yeah. And after the financial crisis, companies were really trying to economize and save money. So the outsourced HR benefits, it was a good model to help a lot of small companies, small and medium-sized companies, to reduce their costs. Right. And that's one of the keys that we're going to try to talk a little bit about today. And we'll talk more about the firm later, but one of the reasons why your firm caught on and is still existing today is because you really help that small, mid-sized business in their back office functions and their operations, particularly payroll and HR. Can you just explain a little bit what the benefits are?  And why it's so valuable. Okay. So the acronym PEO stands for Professional Employer Organization. Essentially, we are an HR department for hundreds of small companies. And so business owners can basically just focus on what they do best. They run their business. For example, a doctor will fix a human being, and I will help them with their HR and payroll and process. So you take the headache of all the compliance issues related to payroll.  I mean, there's a lot of payroll issues that have to be dealt with. It's not just writing and signing a check. I mean, there's a lot more involved. And so you take over that and you do that for these people. Yes. And you could also offer some benefits to the employees that maybe they couldn't get at that employer. How does that work? So because of our critical mass, we've been able to partner with a lot of different clients and offer lifestyle benefits. For example, like gym memberships, credit union benefits, movie theater discounts. The list just goes on and on and on. Also in addition to the standard health care that they need and the workers comp and the TDI and all this stuff. I mean, everybody's entitled to that. And you've got some leverage because you've got so many employees you represent. You can actually get some very competitive pricing, maybe even better than what people can do on their own. Absolutely. Yeah. It's very good. And for somebody who wanted to take advantage of this, I guess there's a website they can go to to find out more information. Yeah. So they can go to talenthrsolutions.com. And that's all spelt out. Yep. All right, talenthrsolutions.com. Yep. All right. And then when they get there, they can poke around, they can find out some of the different services you provide and other information that might be there. Now, we're coming up on a break. And so what I'd like to be able to do is go on that break. And we'll be gone for about 60 seconds. When we come back, I want to dive into the details a little bit more about your firm and the PEO concept and how that model can really benefit some people out there that's got their small and sized businesses. But this is Reg Baker. This is the Business in Hawaii show. We're going to be going on a 60-second break and we'll be right back. Welcome back. This is Business in Hawaii with Reg Baker. We're here today talking with Sanji, who's the managing director of a company called TalentHR Solutions, which is a PEO that's been in Hawaii for more than 10 years, which is a real accomplishment because it's a very competitive market. And there's some big players in there that can be very aggressive. But Sanji has made it work primarily by providing some good quality customer service at a very competitive price. And so Sanji, welcome back. The PEO market really is a professional employer organization. Basically, it's where a company can go that may have a few employees, maybe 20 or 30, up to a higher number even. But they don't want to handle all the back office and they want to be able to get some competitive benefits for them and what so they can come to you. You can plug them into your system. You can offer the employees all these additional benefits. And you can provide all of this back office support, including all of the payroll compliance issues for sometimes less than what they're currently paying for if they've got in-house staff doing it for them. But can you elaborate a little bit on that? I mean, that was my executive summary of it, but I'm sure there's much more to it. So how do you do what you do? What are you looking for in a customer and how does it work? Okay. So typically, when we meet a prospective client, we like to create a personal feel. So instead of just referring them to our website, we like to talk to them over the phone, see if they're a good fit. That's a good practice. And we're selective in the people that we want to work with. We want to work with people that generally are, they see a benefit in outsourcing all of these core functions like payroll, workers' comp, medical, employee relations, etc. And so once somebody is interested in exploring this option and to talk to you about it, I guess they can go to a website and find out some more information, but they really need to talk to you. You really need to sit down with them and explain all the positives and what works, how it works. And I guess they just need to be fully aware that there's going to be a transition period. But overall, it's going to be positive in a couple different ways. One is that they're going to be relieved of a lot of this responsibility of taking care of this themselves. But at the same time, there may be some economies of scale that you offer that could actually save them a few bucks. So what is the perfect type of client that you're looking for? What is that model? The perfect type of client is a client that has low attrition, two employees to about 20 employees. So two to 20 is that sweet spot? Yeah. There's a lot of small businesses like that. Yeah. All right. And so somebody that has got a company that's been around for a little while and they've got two to 20 employees and they seem to be doing well, but they're frustrated because there's so much of this HR and payroll stuff they got to deal with, that they can talk to you. And then once they talk to you, kind of walk us through what happens. Yeah. So once I meet with them, I collect some basic information from them. And then I put together a cost analysis and I show them exactly what they're paying in house versus outsourcing it. And a lot of times it's a good exercise for the small businesses. And I find out a lot that small businesses, sometimes they don't know exactly what their overall cost is. So a lot of times they're like, wow, it's this is great, great information that I needed to know. Yeah. It's eye opening. Eye opening. Yeah. It's pretty. And sometimes the owner, who is so focused on taking care of the customers and taking care of the product delivery, they're not always as on top of that back office piece as maybe they used to be when they first started. And it's amazing how it can get bigger and have a lot of different moving parts to it to kind of add up. Yep. Absolutely. And so you can come in, analyze that, look at that, do a cost comparison. And then let's assume that, okay, costs, even if the costs are about the same, freeing the owner up to be able to focus more strategically on building the business and taking care of other things and not back office. There's a value there too, right? Absolutely. And you know, we like to say that HR is, it's not a revenue generating department for a small business. So the benefits, they love it. They enjoy the fact that they're relieved of the burden and you know, the cost to also because of the fact that we have a lot of clients that have a low turnover, our unemployment rate is very competitive. One of the most competitive than all other PEOs. So they tend to save a lot of money on unemployment insurance. Well, and also in retraining. Yep.  Once you can find the right people and you've got them working for you, you don't want to let them go. You want to keep things happy and keep it, you know, fun to come to work and be productive. And I think, you know, providing a lot of the different benefits that, you know, a larger PEO like yourself would have, you know, some good health insurance, some good life insurance, some other benefits that the lifestyle benefits that you're talking about all provide some comfort to the employee. But also it brings an element of maybe professionalism to the process too, because now all of a sudden you can start looking at things like job descriptions and, you know, maybe even some incentive programs, you know, that might fit in for that company. And so those, that's the type of talent that you have that you can share with these employees and employers to make sure that that environment is really positive for the employees. Do you have examples of that? Have you done that for others before too? Yeah, actually, actually, yes. Yeah, and the benefits have been always very positive, right? Very, very positive. Morale goes up, productivity goes up. You know, it's amazing what some attention to the employees can do to make things better for them. Absolutely. You know, have you got any success stories that you might be able to share? I mean, did a company come to you at some point and just had a real mess and you were able to step in and really just kind of help them out? Yeah, so we've had a lot of success stories and part of being successful is my staff. I got one of the best staff, I mean, our employees are what makes our company and it's a very personalized service and we care so much about what we do. But an example, like about six months ago, there was a company that they were paying all of their people in cash and the labor department was circling them. I'm sure they had quite a lot of attention. Yeah, I did. Yeah, so they were really scared and they reached out to us and we were able to get them compliant and get them job descriptions, set up their workers comp, get their medical insurance set up and yeah. Do you have employee manuals that you can work with too or templates with those? Absolutely. Yeah, because that's a big, that's an important part too. Yes. And so you were able to really bring in some good structure and compliance to that mess that came to you. That's a great accomplishment and let's just touch on some of the issues that they might encounter for non-compliance because that's part of where some of the, I guess the chaos is created is because sometimes if you don't know what you're doing, you can kind of get yourself in a little bit of hot water but payroll is a very compliance focused process. I mean basically when you're processing payroll, you're taking a chunk of their pay in a form of taxes and you're supposed to be paying this on to the federal and state tax organizations. What happens if cash is tight a little bit and you don't quite have that money to do that? You get some compliance issues there, don't you? Yep. Yeah, and some of the penalties, are you familiar with the penalties that they might get? Oh my gosh, yeah, I mean some of the penalties can be as much as a thousand dollars a day and when they hear that it's really scary. I mean like sometimes these small businesses, they can go on under the radar for a while and paying people cash but it can eventually catch up and it's not not paying those taxes. Actually the Internal Revenue Service can come back to the employer and say you know you've got five or six years of not paying any of these payroll taxes and you know what, we don't want to chase those employees, that's not going to be our job. We're going to charge you for all those back taxes and we're going to take that money from you. You got to go after the employees and get it. You know that's pretty scary, that can basically wipe out a company. Yep, absolutely. You know so it's important to stay on top of this and make sure that you stay compliant with all those different rules and regulations and you've got people that really know that really well don't you? Definitely, yep. So if anybody that's watching the show out there has any concerns at all then they should probably go to your website and reach out and make contact with you and you can help them out a little bit. Yeah, we have a really nice introductory video that's personalized and kind of tells a little bit about what we do and just a little bit about our staff and some client testimonials as well. And what is that website address again? It's talenthrsolutions.com. All right, so that's all spelt out and you'll go there and I've been there a few times you know in kind of preparation for the show and it's got like you said some videos and some good background information. It's got a lot of useful information and then there's also a phone number on there too right? Yep. And that phone number will find its way to you eventually. Absolutely, yep, 3540498. All right and one more time? 3540498. Very good, so if anybody has any type of concerns and maybe nobody has reached out to them yet but if they've got any concerns about whether they're compliant with payroll or they're uncomfortable with how things are going or they just want to take a look and explore maybe a better way of doing it they can reach out to you either telephonically or through the website and I've heard rumors that you even answer your own phone. Yeah, absolutely. That's good. Yeah, one of the I just want to touch on this briefly but you know sometimes the way people or companies end up getting into a little bit of trouble it's not because well a disgruntled employee basically you know and so they could have a great company they can be chunking along real well and doing what they're supposed to be doing but maybe they're not totally compliant or maybe they decided well you know we're going to pay this person on a contractor basis versus an employee basis and then something could happen and that person could end up getting hurt and file for workers comp or maybe they don't have a job anymore there's no more work to give them and so they go file for unemployment or maybe they just get upset and go complain but that's usually the way department of labor or department taxation or the IRS finds out about things it's because of a an employee that does something that brings attention to the employer and the best way to avoid that is to make sure that you're doing it according to the rules. Yep and in Hawaii they call that deep kimchi right? Yeah and that actually that kimchi can get pretty deep and pretty hot too you know because it's the penalties I mean the employer penalties for a responsible person can occasionally reach 100% of the taxes due so not only do you have to pay all of the taxes maybe for several years but then the penalty on top of that could be another 100%. Oh my gosh yeah and for not covering the employees on medical insurance and workers comp it just adds up really quick yeah it's amazing that the you know the the stick that you could get whacked with or the kimchi you can fall into you know if you're not compliant so we're going to wrap up we've got maybe about 20 or 30 seconds left here any final words of wisdom you want to leave with the audience today about you know reaching out and talking to you I mean you're a friendly guy right yeah you're welcome to come out and talk to them anytime yeah absolutely if anybody has any questions or concerns I definitely would you know come by and do a complimentary human resource cost analysis and just the most important the favorite thing I like is just learning about what the you know what they're gonna what kind of business they're in and what their mission is it's really interesting to learn about that very good Sanjay well thank you for joining me on the show today we appreciate it we've learned a lot about the PEO and how we can keep people out of trouble look forward to having you back again someday in the future thank you all right this is business in Hawaii with Reg Breaker we broadcast live every Thursday from two to two thirty and we cover topics that are helping small businesses survive in a state that can be challenging at times so until next Thursday aloha


What's up guys? Frankie's family here, and I'm twisting from a carnivore diet to a more plant-based diet. The reason for this is the lipid hypothesis, the idea that saturated fat and cholesterol, called heart disease, was originally based off of a study done on rabbits in the early 1900s. What they did was they injected rabbits with cholesterol and they saw that the rabbits got heart disease. So I figured that since the whole lipid hypothesis and the USDA dietary guidelines are based off of rabbit studies, we should look at what rabbits are eating and based our diets around that. And rabbits eat plenty of feces. We see this in various members of the ape family as well, and this is because these animals don't have a rumen, a digestive system found specifically in rumen in animals.  These animals, these apes in the zoo, they see that you're eating food and you're not getting your nutrition because you're not eating your own poop.  They're giving you nutrition that they would normally save for themselves. They're giving it to you. It's amazing that we literally flush our nutrition down the toilet. It's so evident in rabbits and apes, all of these herbivorous animals, that they are eating their own feces. And that we should be doing so as well. Not only are there these anecdotes in nature, all of this evidence and all of this logical reason to eat our own poop. I mean, it's pre-digested nutrition. The plant food goes through our digestive system and the waste is more available. Here we have several studies. So the first study that we can look at is coprophase in rabbits. And what this basically goes over is that rabbits have two types of feces. Soft and hard feces. The soft feces is more nutrient-dense, it's higher in vitamins and minerals. And the hard feces is for digestive regularity. And both of them seem to be necessary for the diet. Roughly equal parts, soft and hard feces, to my understanding. So we can speculate that there is an ideal ratio of this soft to hard feces. But how can we ensure that our body produces equal amounts of soft and hard feces? This is a theory I developed from another study. Colonic formation of soft feces and rabbits, a role for endogenous prostaglandins. So this goes over how feces is produced in Tharkadian rhythm, the sun's natural cycle. So what we can tell from this study is that optimizing hormonal balance through sleep cycles aligned with Tharkadian rhythm achieves proper ratio of soft to hard feces production. So guys, every element of your lifestyle is important here. If you're not eating well, if you're not sleeping properly, your hormones are going to be lost. And you're not going to have adequate production of both soft and hard feces. The next study, nutrition of the domestic rabbit, essentially goes over how unique rabbit digestive systems are, in the sense that they are similar to humans, because they can't digest fiber. Their ability is very low, yet they still subsist on a vegan plant-based diet. It's very evident the way that these rabbits eat, they don't digest fiber. Therefore, we as humans who do not digest fiber, and we don't have the enzymes to break down cellulose, we should be consuming fecal matter 100%. No questions asked. The final study, molecular analysis of the microbiome in hard feces from healthy rabbits, medicated with long-term oral malaxiocam, which is an anti-inflammatory drug. But what this tells us is that despite reducing inflammation in the gut, their digestive systems were not altered if they were consuming feces. This illustrates the importance of the microbiome and how, if we have adequate feces ingestion, the inflammation will not be altered by outside factors in the diet, like antibiotics and drugs. This essentially means if you're following a plant-based diet, you're consuming your own feces, your inflammation is going to essentially be as low as possible. Now, I know a lot of people are averse to the smell and yes, the smell is bad, but if you're following a proper plant-based diet, low in fat, high in whole foods, you will have pleasant, clean-smelling bowel movements, varying equally between heart and thought feces. So not only is it pleasant tasting with a nice texture, if you follow the diet properly, you don't have to worry about the smell either. I know a lot of you guys might be thinking, maybe I could put this into my face in the morning, but we don't want to compromise the texture by blending this up. It may compromise its digestive benefits, and this is especially because rabbits don't consume water themselves, so you don't want to consume water with the feces. If we're replicating the rabbit's diet, we have to replicate all aspects of the rabbit's lifestyle. If we blend up the rabbit's feces with flax seeds and water and all of the things, we're compromising the natural life cycle that we are supposed to truly be following. As I said guys, plenty of evidence in nature, scientific mechanisms, and logic-oriented around these ideas. I'll put these studies down in the comments, and I'm sure there will be a lot of positive input from the current vegan community on these ideas, so thank you guys so much for watching. If you guys liked the video, please subscribe, hit the bell icon if you don't mind, and share the video if you want to, if you don't have to. If you guys do want to support me, Patreon is a great way to do that, so if you do want personalized questions, support, you can check out my Patreon.  I'm on Instagram guys, I'm on Twitter. If you guys do want to reach out to me for one-on-one consultations in regards to incorporating feces into your diet and optimizing your overall health, you can send me an email, frankatufano.com, or reach out to me through the contact form on my website below, frankatufano.com.


Hello and welcome to NewsClick. Today we are back with COVID-19 overview of what's happening in the world, how are the vaccinations moving, and what about the new variants which are now troubling the world. We have with us Dr. Satyit Rat. And he's going to take us to the difficult terrain of the vaccination and the new variants that we seem to be encountering. Satyit, we have discussed this enough number of times. But unfortunately, the situation is still similar. So coming to the new variants, do we think that now the spurts that we are seeing in different countries, and we seem to be seeing it in Europe, we are seeing it in Brazil, we are seeing it also in the United States, seem to indicate the new variants are slowly emerging as the major reason for the spurts? Or is it simply that epidemics move in long linear forms? So we just, you know, we see a ebb and tide, which this certainly does not correlate to such physical happenings. So let me be a little pedantic about this, or all right. Let me be a little more pedantic than usual about this. The so-called parsimonious explanation, the minimal explanation is that we are still in the midst of an emerging spreading epidemic with its own eddies and backwaters, its patterns of ebb and flow, and so on and so forth. Is that not enough to explain the current patterns of some places in India showing an increase in numbers, many other countries beginning to show some increase, some other countries that had showed an increase earlier, now showing a decrease? All of that is explicable by that minimal expectation of an emerging and spreading epidemic. However, it is correct that variants that are, at the very least, much better at spreading are certainly becoming more and more prominent. And it's quite possible that they are playing at least some role in the reemergence of higher case numbers in some places. However, I am still skeptical about whether that is likely to be a major explanation for the reemergence of numbers. So for the moment, I'm going to err on the side of skepticism. So some caution with respect to emerging numbers with new variants, but it could be largely explained by the fact there is an ebb and tide, particularly as we see in India. So it's also interesting those states which had earlier higher occurrences also seem to show higher occurrences now, which would seem to indicate that external connections, new infections could also be taking place because of that, because seem to be more highly connected to the epidemic in the rest of the world. Maybe we don't know again. One question that's still there, there seems to be different kinds of sequencing that is being done in terms of the total numbers of new sequences that is being looked at. For instance, you had commented on this earlier. The UK has been doing quite intensive sequencing of the people who they sample in terms of people who are infected. And so it also seems certain other countries are picking up on this. Now, in this, it does seem to show that it is not unexpected that obviously those which are mutating as new characteristics, so to say, are also becoming more successful. And increasingly, you can see the numbers, for instance, in UK becoming of the new variants. And also, it seems in Brazil. So some also caution on this count may not be for India, we don't know. But maybe some caution that we could see emergence of newer varieties taking place. And also, US seem to be seeing both the UK variety and the Brazilian variety both taking place over there. So this could be in the future an issue partly because we also had our vaccine vaccination takes place. UK has a lot of vaccinations. The US is showing some vaccinations not in significant numbers. So we should be also seeing some M because of the vaccines, but we also see some numbers rising. So combination of both we could think. So you've put your finger on what I would have said as a follow up to the last point, which is that one is forced to fall back on parsimonious skepticism in part because of lack of evidence. And the lack of evidence is a consequence of the lack of governments, not simply in India, but many governments across the world in not putting in place the reliable logistical capacities and resources necessary to do intensive monitoring of the epidemic. Out of half a million in excess of 5 lakh virus sample sequences available from across the world, I don't think India has even contributed 10,000. We would not really know. And exactly. What are the three variants in the country? Therefore, we have no way of knowing whether we have emergent variants or not in any reliable evidence sense. So clearly that's going to be a major issue. But two other things are at stake here with respect to the variants. One is that the norm variant so far, one is repeatedly reminded of wisdom from the mouths of babes. One is repeatedly reminded of the erstwhile US Secretary of Defense, Ronald Rumsfeld, who said, there are things we know we don't know, but there are also things we don't know we don't know and from the mouths of babes, wisdom. In that sense, what we do know is interesting enough and that is all the variants that we seem to have found so far of interest and concern are variants that spread rapidly, but not necessarily variants that escape pre-prior immunity, whether because of prior infection or because of prior vaccination. And I think that is because there is such a large number of people out there who have neither been infected nor been immunized in the prior sense that they're still available for the infection to spread. This is going to change. And as this changes, we are almost certainly going to start seeing the emergence of a new wave of variants that are going to be evading immunity, not totally, but sufficiently to keep the infection spreading and smoldering. So it will enter, perhaps, an endemic stage with vaccine versus virus, evolutionary struggle continuing, and we will need to be on guard for quite some time. So it is not that we will see the end of the epidemic in a definitive sense that it will be completely stamped out. That's not likely to happen. We are really entering a new era of endemic COVID-19. So to say, even if the vaccines are successful, because even now, as we know, 130 countries have to receive any vaccines, while with vaccine nationalism running rampant, some countries have more than what they need and more than what they can actually give to their citizens because the supply chain to reach it to the people just simply are not there. But they still would like to hold, even if it means the vaccines getting wasted because they have a shelf life of a certain amount. We're not talking about the other issues, for instance, in India itself. How much of the supply that, for instance, AstraZeneca vaccine serum institute was making is able to deliver because they had promised they're going to do 100 million per month, but they have not been able to do more than 50 million as of now. And that's not only for India, but also for other countries. So we also have problems on the supply chain variety. But I'd like to come back to some optimistic issue. Satish, we are also talking about, for the first time, that not for the first time, as we talked about earlier, but there doesn't seem to be any urgency on this of trying to make universal vaccines. Now, this has been talked about for flu vaccine earlier. Now there is a serious discussion that COVID-19, we should try and make universal vaccines and there are some efforts in that direction. Two recent papers seem to show that there is some movement on that. How do you look at putting on your, what shall I say, futuristic hat? How do you see this evolving, say, over the next three, six, eight months? Because we have seen an enormous increase in focus on vaccines that we have ever seen before. So that's to the positive for the world. So do you think there is some hope in this direction? So let's look at two separate aspects of this question you've asked Ruby. One is the scientific, which is quite remarkably interesting. And the other is the political, which is to do with what a response is likely to be looking like in the framework of capitalism. So let me start with the scientific component first. There are two ways to think about a universal antiviral vaccine. Let's keep in mind that scientists and technologists have been talking about a universal influenza vaccine for quite some years without success. Despite the fact that annually we keep making new influenza vaccines for the year. So there are two different scientific ways of thinking about these universal vaccines. One is that we are stopping the virus from infecting cells by making antibodies that prevent the virus surface from sticking to the cell surface. And because these antibodies sort of indiscriminately cover the virus surface, if the virus has enough changes that allow it to walk the little knife's edge of still binding to cells but not binding to the antibodies, then it won't be blocked, it won't be capped, and therefore it will bind. This is quite honestly a problem both for the virus and for the host, this walking the knife's edge. Have we managed to figure out a reliable set of antibodies to generate that simply will not let the virus have a knife's edge to walk? That if it changes such that it cannot bind to antibodies, then it will not bind to the cell. Can we achieve that? And structurally that has so far there's been a fair amount of understanding about this but in practical terms, I haven't seen anybody come up with a clear set of rules about how to make a vaccine that generates such a response. The second component in designing a universal vaccine is not to depend on antibodies at all, but to say we have T cells that can kill infected cells in which the virus peptides are recognized on the surface by T cells. And that's a whole different modality of approaching antiviral immunity altogether. So both of these are being attempted. The T cell dependent vaccines are an unknown in the sense that currently we have no successful vaccine that's known to depend on T cell immunity for its success. So that's one kind of unknown. So both designing a vaccine that generates complete impermeable wall antibodies regardless of virus variation or and including in that vaccine T cell targets that generate a fallback immunity, those are the ways in which universal antiviral vaccines are being attempted. This is true for influenza, it is true for COVID-19. Am I saying that this is not going to be successful? No. Am I saying that we don't know how long it'll take before this is going to be successful? Yes, I have. And that's where this brings me to the political point which is consider what the driving force of making vaccines available across the world is. It's from the for profit sector, it's a standard capitalist response and therefore companies will not invest if there isn't demand. And if the pandemic rate of spread falls below a certain point, if the force of demand falls, I'm not certain that companies are going to still keep going. So it boils down to what we have always talked about that market demand does not address public health issues. You have to address this by the larger goal that if you want human systems to work properly then you need to think outside the market, particularly when it comes to issues like public health and as we know from the Texas deep freeze that saw the grid collapse, also for reliability of the electrical grid. Certain problems are not addressed by the market unlike what people think that unfortunately whether it's electricity or whether it's the microbes, they do not obey the laws of the market. That is the problem that we have. And on that note, we are going to log off on this issue of our COVID-19 analysis. Thank you Satyith for being with us and sharing your wisdom of years on what these issues are and how we should address them. This is all the time we have a news click today. Do keep watching news click and do visit our website.


The COVID-19 pandemic has had a significant impact on Saudi Arabia, both socially and economically. Academic research has been conducted to assess the situation and inform future planning. The research found that many areas have been affected, including spread and burden, patient statistics, symptoms and other clinical dimensions, vaccination and vaccine acceptance, hesitance, psychosocial impact, impact on education, impact on health staff, impact on migration, impact on nutrition, and control measures adopted. Researchers have worked together to raise awareness and develop strategies for mitigating the effects of the pandemic. This article was authored by Hamid Mansar Al-Dassari.


How did you arrive at the decision to come sign with the Falcons after starting with the Lions last year and how did you see yourself fitting into the operation over there as they get started putting the defense back together?  When he was at the Titans and then you kind of go over to the defense, you know, led by Dean Pease, you know, not enough great things you could say about Dean Pease. He's been a great defensive coordinator in this league for a long time, you know, he's coached a lot of great safeties.  And I just thought for myself, it would be a good fit. And then obviously had the relationship with Marquis Williams over in Detroit. And just he kind of just just popped it off a little bit for me. And I was happy that we was able to come to agreement. And I'm just excited, excited for the opportunity. I mean, at the end of the day, that's all it is. It's an opportunity for me to go out there, you know, play good football, do what I can do, earn a role on the team and just kind of see where it goes from there. Thank you. No problem. Tori from the Athletic. Hi, it's very nice to meet you. Thanks for talking to us today. I really wanted to talk to you about, you know, you said you reached out about coming to the Falcons. And this is a very interesting situation that you're kind of entering into because it really does feel like the safety position is being rebuilt from the ground up. So what excites you about that challenge, especially considering that, you know, you're more than likely going to be one of the main veterans in this group now?   But I mean, it's it's some, it's some great and good veterans on this team.   But, you know, I've had experience, you know, and when I say experience, not just on the football field, but just dealing with, you know, the pressures of being in the NFL, you know, having, you know, the pressure of always the spotlight kind of being on you. And I'm at the point where I feel like, you know, I can help younger kids and younger players being able to be, you know, like a leader, mentor, because that's what has kept me in this league for this long, just having great mentors.  And I feel like I'm at a point where I can pass some of that wisdom down that those guys gave me. So, I mean, just excited, just excited about the opportunity and just, just really looking forward to it. And I wanted to go back to what you're talking about with being excited to play in D&P's just scheme and just working with him in general. Have you met him prior to this? Have you had a chance to chat with him? Or was it just kind of like from the outside looking in, you really respected that guy? Well, it was from the outside looking in. And then I reached out to before leaving the contract and everything, I reached out to Logan Ryan, guy who played in D&P's system for where he was in the title for three years. And I just kind of asked about Dean, like, and the first thing he told me, he said, you're going to love him. He said, just forget like the football. He said, you're going to love him for the man that he is. And then he said, and football wise, he said, bro, like, it's the most fun I had in the defense while playing in the national football league. He just said, you're able to do a little bit of everything, you're blitzing, you're covering, you're in a deep part of the field. And I'm at the point in my career, that's what I want to do.  And I just feel like this game and playing under coach P's is going to allow me to have the opportunity to do that. Awesome. Love it. Thank you. No problem. Michael Rossin, ESPN. Why? I actually want to ask you what you felt like you learned last year, because last year was the first time you'd been through anything, coaching change, losing season, at least since college. What did you actually learn about yourself last year from all that? I mean, honestly, like, we could be here for hours. And I could tell you all the things that I learned from last year. But I would say the main thing is just a lot of things. But I talk about dealing with younger players. Just being in New England, it was always a veteran lead team. So, you know, when Tom Brady was doing this, and they said, do this, Tom Brady did it, like everybody fell in line. And that trickled down from, you know, having great leaders at the top, and, you know, just having a veteran-based team. It was never a lot of young guys, you know. Last year was the first time, you know, just in the secondary with just a lot of young guys. I had to learn patience. And I'm not, you know, particularly a patient person. I mean, you ask my wife, you ask my kids, something that I'm still, I'm learning. You're going to learn that with four kids for sure. But patience, you know, learning how to, you know, just keep working, working at it. Like, you know, it might not happen right in the near, but you know, you just got to keep going, progressing. And I think I'm probably the most valuable lesson that I learned was just, you know, just keep pressing forward, you know, even when it doesn't look good, even when it doesn't feel good, kind of in a funk, everything's not going your way. Nothing's going your way. But at the end of the day, I mean, you have an obligation, not only to the organization, but most importantly to yourself to just keep pressing forward.  And it's our duty to never kind of, you know, just fold, fold under that pressure, just keep going. And eventually, you know, you'll break through and it'll be light at the end of the tunnel. Cool, I appreciate it, Geron. Good seeing you again, man. Good seeing you too, my God. My bad. Charles Odom, AP. Hi, Geron. Good to meet you. Thanks for doing this. I wanted to follow up on what you said. I was interested, you kind of took exception to the suggestion that this defense is building from the ground up. As we get closer to the draft, a lot of folks are trying to figure out what direction this team should take. Is this team poised in position to be competitive this season? What did you see as you were making your free agent decision? What did you see about this team that made you, that interested you and made you think it could be a factor this season? Yeah, I mean, we're just, in this league, we know one thing.  I mean, Matt Ryan is one of the better quarterbacks in the league. And obviously, you know, you have an explosive offense with explosive skill players, you know? And I mean, you just kind of just look at their season, there's probably about four or five games that, you know, they could have won last year, you know, just one possession games that could have went either way.  So I mean, the one thing about this league, you know, it's a thin line, very, very thin line between, you know, a really good team and a bad team. And I just think like, you know, obviously, the pieces are there.  And then, you know, you got this coaching staff that I already raved about that I'm excited to work with.  Like, no, nothing that you want to do is easy in life.  You guys, after the season you just went through, I'm sure you all are hoping for some normalcy. And I'm just wondering for you as a newcomer to Atlanta, the pushback in the voluntary offseason plans, what does that mean for you right now? How are you, how are you getting involved, engaged? Well, you know, we're in our, obviously we're in our virtual meetings right now. But I have a, you know, a trainer, and I'm still training just like I will be training if I was in Atlanta during the offseason program. So I'm just kind of, you know, just worrying about, you know, at this point, all I can do is worry about, you know, learning the defense, being there when the virtual meetings are and preparing my body for when I get the chance to go there and start practicing and being around the guys. Zach Klein, ABC. Hey, I just want to follow what Charles was talking about.  So I was wondering your concern level, if any, and how long do you expect it to take just kind of learn this new system and scheme? Well, when I went from New England to Detroit, the scheme was very, very similar, very similar, like very, very identical because obviously, you know, Matty P was the defensive coordinator in New England before he went to Detroit. So it wasn't too much, you know, to worry about. And the great thing about coming here, DMPs was a coordinator in New England as well. So a lot of the scheme, while it's not as similar as it was to from Detroit to New England, there's a lot of similarities, you know, verbiage might be a little different, but concepts and schematic wise, it's very, very similar. So not concerned at all. And honestly, you know, I put a lot in football. I want to be the best that I can be. I pride myself on being a hard worker. So I'm going to do everything I can, you know, whether it's meeting next year with the coaches, you know, meeting next year with the guys, the DBs to make sure that, you know, I know the scheme as well as I can, so that I can go out there and play fast and be the best player I can for the team. And what do you know about the A? Is the crew coming? They packing up and getting ready to come? Yeah, we're packing up soon. Not now. I have four kids. I got my oldest in the fourth grade. And he's he's in school. We want to let him finish school.  And I got a five year old who's starting team ball and playing football to right now. So we're going to kind of let him finish out the season. But we're excited. I mean, I don't know too much about the A, but I'm excited to learn a lot about it and be involved in community and not only be just, you know, a football player, but a pillar in the community, you know, to get back to do everything I can to, you know, to continue to help the city grow. Appreciate you. Safe travels. Thank you. Kelsey Conway Falcons. Hey, I just wanted to follow up on one quick thing. When you were talking about Dean Pease and how much he utilizes safety, I was wondering if you could expand a little bit more on that and what specifically your role will be with that? Well, I mean, the one thing that you never know, you don't know your role. You got to earn your role.  And I know that for me to do that, I have to be the best that I can be. I have to be dependable.  But when you talk about just his role of the safeties, I mean, you just look at it, you know, this guy's coach Rodney Harrison, Ed Reid, Eric Guetto, you know, Kevin Byrd and Keny Vercaro and all of those guys have made a lot of plays in the system.  They're at the line of scrimmage and running back deep. You know, they're playing a couple of three, they're playing a couple of two, you know, man to man, they're blitzing, showing blitz and getting back. So it's just like, it's a lot going on, you know, you're never in the same spot.  And he's just had great success at, you know, developing safety. So I'm just excited about the opportunity, you know, to play in this system and obviously learn from him because he's been around a lot of great safeties and it's been a lot of great safeties who have made a lot of plays. So just trying to find a way that I can utilize my skill set to go out there and make some plays as well. Thanks. Dila, do you have any follow ups? No, I'm good. Thank you. Thanks for your time, Mr. Harmon. Thank you, sir. Any other follow ups from anybody? Are we set? I haven't, Gabby. Yeah, Tori, then I saw Michael had his hand up. So we'll do that. So I was actually reading up on some work that you were doing when you were in Massachusetts a couple of years ago, kind of using your platform to speak out and support a statewide education reform bill. And I was just wondering, you know, why was that something that you wanted to get involved in and how proud of that time are you?    Because we all know, you know, certain schools don't have the resources.   Thank you. Michael? Yeah, hey, Doron, I want to go sort of back to last year a little bit as well, just, but with something completely different, you were so involved with voting rights issues and with social justice issues in Detroit last year. When you see the George Floyd verdict yesterday, what went through your mind and also I'm going to add a second part of that in Georgia, the Georgia voting rights, the voting bill in Georgia, what is your reaction about as you're actually now going to be coming to Georgia? Well, I would say my reaction was, you know, justice was served, you know.   It's like, it's not a victory, but from the same point, like justice was served. And I think it was a point, a start in the right direction, you know, where police are going to have to be accountable for their actions. And at no means am I saying it to being a police officer is an easy job, you know, they're risking their lives each and every day out there to do everything to protect us from crime. But at the same day, there has to be a standard, just like as an NFL player, we have standards. If you're not doing your job the right way, they're going to get you out there and somebody else is going to do that job. And I just think we have to have a standard that every police officer is upholding that standard.  You know, I have, you know, best friends who are police officers. And I know they are doing their job the right way each and every day. But at the end of the day, we can't have bad apples because we can't have people losing their lives over senseless acts. And I think the more that we can hold these police officers accountable for their actions, I think the more safe that these communities will feel. And as far as the Georgia voting bill that I don't want to sit here and act like I am an expert on the bill because I don't know the details of it, the exact details. But I know certain things where I know it was like no water or no food can be given out like it's illegal and stuff now. I just think at the end of the day, we got to do whatever we can to get people out the vote. You know, if it's giving water because the line is long and giving them food because the line is long, then we got to do that. We got to understand that, you know, we need like this is a democracy. And for us to be the country that we always talk about being in the land of the free, we need everybody voices heard so that we can understand what the true voice of the country is. And I just don't think we need to take stuff away to limit people, you know, from being able to, you know, vote. But I do know that there's a lot of pushback on it. And hopefully, and like I said, I'll be the first to tell you, I'm not fully educated on the bill. So I can't tell you this is wrong with it or that is wrong with it. But what I will tell you is that we need to always make sure that we're giving everybody the equal opportunity to utilize their voice to vote to make sure that the people are hiring the right people for the job.


What's good, Joshua Ross back again with another video. So I'm going to check out 10 horribly cruel WWE moments that was made worse when you know the actual truth. This should be a very interesting one. I'm looking forward to see what particular moments they're talking about and behind the scenes on what actually made those situations that much worse. So we're going to get right into this one. Appreciate all the love and support you guys have shown on the channel. Let's get right into this thing, man. This list will show wrestling's biggest company has a long and spiteful history of belittling and endangering its employees to satisfy the often cruel whims of the people in charge. I am Gareth here from WhatCultureWrestling and here are 10 horribly cruel WWE moments worse when you know the truth. Number 10, WWE motivate Jeff Hardy with pictures of his dead dog. Considering how much of wrestling is based on psychology and crowd manipulation, WWE's higher ups often show a surprising lack of awareness for how the average human thinks. WhatCulture alone has spent a lot of time talking about the infamous Matt and Jeff Hardy 2009 feud, which cut uncomfortably close to the bone. Matt was understandably uncomfortable about having to claim responsibility for the real-life house fire that claimed the life of Jeff's dog, Jeff. But it gets worse when you learn how WWE tried to use the tragedy to motivate Jeff for a promo. As reported by Sportskeeda, Jeff revealed on the podcast wrestling with Freddie that WWE commissioned a video package which prominently featured Jeff's deceased pet. As Jeff put it, company officials told him this was done to get Jeff fired up itself an unfortunate choice of words. But it had the exact opposite effect because of course it did. Rather than filling Jeff with righteous fury, seeing a video of his beloved former pet just bummed him out. He begs his belief that WWE genuinely thought showing Jeff a video of his recently killed dog would do anything other than depress him. Idiots. Number 9, WWE.  Like, what is, how is that to, what, what, I remember that angle too. I remember that storyline. They, they brought, tried to bring some realism into it and stuff like that.  If anything, it may bring out the opposite sadness and depression. So I don't know about that one. That was, yeah, that wasn't thought out too well. Millie eights bully and fire Mickey James based on her looks. The piggy James debacle has long been an exemplar of why the Divas division is seen as a low point in WWE history. The legendary Mickey James spent months being bullied by Michelle McCool and Layla over her weight as the duo tormented Mickey for reasons that were patently false to anyone with a functioning set of eyes. Yeah. Everyone involved hated the angle. Yeah. Surprise, surprise. But he just kept going. Even worse, the heels wound up winning the feud with Mickey's sole title victory over Michelle McCool being rendered redundant when the latter won the belt back less than a month later. Mickey would later be fired less than two months after dropping the belt, eventually revealing that she was told the company was moving the women's division in a new direction. Sadly for women's wrestling said direction was based solely on how many fashion models John Laurinitis could get his skivvy little hands on number eight. That's that's always like just knowing that that's always been crazy to me because like Mickey James look good in my eyes and a lot of people's eyes. I don't I don't I don't know obviously WWE wanted a particular look but always thought Mickey James was very attractive. So I never understood the notion of trying to call her quote on quote fat. Like what are we doing? I don't know. I don't know that that was just my personal opinion on it. I was like that's kind of weird. Be reference read flares suicide without telling his immediate family. I think I've heard about this one too. Yeah, division angles. We come to one of the most jaw-droppingly color segments in WWE history in 2015 page and Charlotte's were embroiled in a feud for the Divas title as the company finally injected the floundering division with much needed talent. Unfortunately, the feud ended up being overwhelmed by the inexplicable decision to have page reference the tragic suicide of read flair. Charlotte's brother as eye-poppingly insensitive as the comment was you'd expect WWE to have received permission from reads immediate family to use his suicide as storyline fodder or at the very least to get in touch with them ahead of time to inform them reads death would be referred to on Raw.  Yeah, suicide is an extraordinarily heavy subject for a wrestling program to deal with. Yeah, and WWE using it for cheap heat shows the rotten state the company was in at the time. Number seven. That's we've seen clips talking about that in another video. That's just not cool. The family doesn't OK it. Don't do it. Don't do it. Especially just to get a cheap cheap and all like don't do it, bro. Don't do it. I wouldn't even thought of that. You know, I'm saying it doesn't really enhance the feud anymore in my personal opinion because I never just considered that few one of those views that was that personal to even bring up such heinous things like that a real life thing like that. So yeah, that was not cool by WWE for sure. And the locker room turn on Hassan for disrespecting Eddie Guerrero, even though Eddie didn't care. Well, he has had its share of outcasts over the years few have amassed the staggering level of vitriol. Muhammad Hassan accumulated in the eight months he spent on the company roster. The Nadia came when Hassan under the advice of Kurt angle asked Eddie Guerrero to stop using the camel clutch as it was Hassan's finisher. Unfortunately, the young rookie didn't realize Eddie's father was the man who had actually invented this move. The aftermath of the incident is well known. Hassan wound up paying a $2,000 bar tab for the entire locker room as punishment. What usually gets swept under the rug is that Eddie himself wasn't angered by Muhammad's blunder at all. Fightful Hassan explained that Eddie himself was extremely professional over the whole situation as he realized the younger wrestler had been put in a bad spot through Kurt bogus advice. He said the conversation ended with a hug which makes the rest of the locker room subsequent over reaction even more jarring. Hassan may have been removed from TV following his infamous terrorist angle with the Undertaker, but that was only the final nail in the coffin. His peers had built for him. Number six. Leta was told and that wasn't even his fault. He was told to do that. So yeah, he just kind of had a bad hand dealt to him. Honestly, but she'd be fired if she didn't take part in the live sex celebration. Describe professional wrestling in his biography as two athletes telling a story with their bodies. I doubt he had Leta and Edges notorious live sex celebration in mind. Both performers have since gone on record to describe their understandable discomfort with the segment. But unsurprisingly, it was the female half of the duo who came under the most fire from WB management for airing her displeasure at the time back in 2021. Leta claimed on her Twitch channel that Vince McMahon was hot to trot for the segment and that saying no was just not an option. When Leta voiced her trepidation at the idea of going all the way on live television, she was threatened with her release. Vince clearly has all the moral conscience of an abattoir and if his employees didn't follow his every whim he had and likely still has, he had and likely still has no problem sending them straight into the disassembly line. Was this the most shocking segment in Monday Night Raw history? If not, what was let me know in the comment section down below. I mean, it's one of the highest. I think it is still the highest rated segment or highest viewed segment of all time in Monday Night Raw history. But at the same time, both of them didn't even want to do this, but they brought them in ratings. But they didn't want to do this. This is once again, this is not wrestling. This literally is not wrestling at that point. This was just this was the sports entertainment side of things. I know a lot of people enjoyed it and it really was to build up Lita and Edge as this despicable Heel power couple, but they didn't even want to do it, but they had no other choice. Right. It was literally either do this or you're going to suffer in the end. So they had no other choice. I was like, damn. Oh, number five DX mocked Chris Masters for losing weight after he went to rehab. When Chris Masters took time off TV in 2006, he returned looking notably leaner than before his absence. This fact didn't go unnoticed by Triple H. Who upon hearing Chris was thinking about writing a book on nutrition, smiley replied, really, what's it going to be called? How to lose 50 pounds of muscle in four weeks. In an interview with Power Slam magazine, Masters took the high road and said Triple H was an equal opportunity ball buster. Unfortunately, as interviewer Greg Lambert noted, given the events surrounding the younger wrestlers leave of absence, Triple H's joke came across as extremely tone death. Yeah, Masters had actually been in rehab, struggling to overcome an addiction to prescription pills that had ballooned to the point he was taking 75 painkillers a day. Damn. Masters explained that the weight loss came from the two miles of running he did every day as part of his therapy and the relative lack of weight training that came with giving his overstressed muscles a break. Given that WWE had just implemented the wellness policy earlier that year, openly mocking one of its beneficiaries on live television wasn't the smartest move Triple H could have made. Number four. That definitely wasn't the best thing to say. I didn't know he had like a pill addiction like that. I really did not know that, but that is truly amazing. He was able to overcome that. You feel me? So I never knew he had some type of pill addiction. 75 pills a day is insanity. Geez, man. I'm glad he was able to overcome that for sure though. Natalia gets squashed on pay-per-view on her birthday on the surface. Yeah. Natalia be Rhea Rifley's opponents at night of champions was a sound decision. I remember this one. Natalia may not have had a hope of winning, but WWE giving her a chance to strut her stuff on a big stage seemed like a nice birthday present for one of the company's longest-serving performers. Then the match happened and well, the following is a blow-by-blow account of the entire bout. Number one, Rhea attacks Natalia while the latter is distracted by Dominic. Number two, Rhea boots Natalia out the ring. Number three, Rhea slams Natalia into an announce table. Number four, Rhea slams Natalia into an announce table again. Number five, Rhea slams Natalia into an announce table again. Yeah. Number six, Rhea throws Natalia into the ring steps. Number seven, Rhea throws Natalia into another set of ring steps. Number eight, Rhea rolls Natalia back into the ring. Number nine, Rhea headbutts Natalia. Number 10, Rhea hits the riptide and pins Natalia. That was it. And there you have it, a simple 10-step, 70-second guide on how to give a 16-year... And she hit her with the all-in pose. I remember, I think we was watching this live and someone had, y'all were mentioning in the chat that it was her birthday. And I was like, oh, that's kind of code that they squashed her on her birthday like that. That was, that was wild, actually. Company veteran, the worst birthday ever.  The British Bulldog's final run in WWE was a sad sight to see. Prior to leaving the company following the Montreal screw job, Bulldog had been in the form of his life. He'd spent the previous year having absolute bangers with legendary workers like Owen and Bret Hart, but he returned to WWE in 1999, a shell of his former self. Tragically, while working in WCW, the British Bulldog suffered a horrendous spinal injury that put him in the hospital for six months. Even worse, it kickstarted an addiction to painkillers and morphine in the lead-up to his sudden death in 2002. Knowing the state Bulldog's ravaged back was in, it's even harder to watch the ill-advised segment where Davey Boy was slammed back first into a pile of dog poop.  Watching the British Bulldog taking back bumps during this period, knowing the state his body was in and where it would ultimately lead, is already uncomfortable. Watching him be humiliated at the same time because of his A-hole boss is infuriating. Number two, Shawn Michaels beats the... Yep, and that was the thing with Vince. Like Vince, whatever he found funny, which a lot of times it wasn't funny, he would have wrestlers go ahead and do it. Especially if he felt like they weren't at, like top of the card material or whatnot or they're on a downtrend of their career. He's gonna have them do some of the dumbest stuff that he thinks is funny.  That's how Vince operated.  He cannot be overstated what an utter prick Shawn Michaels was in the 90s. From sleeping with his co-worker's girlfriend to acting like a prima donna in and outside of the ring. Michael's reputation for obnoxious behavior was well earned. Sadly, one evening in Britain saw the superstar's natural selfishness transmogrify into something truly evil. The British Bulldog was all set to defend his European Championship against Shawn at one night only. A pay-per-view held in Bulldog's home country of Britain. Having been told he was going over, Davey Boy dedicated the match to his sister Tracy. Hoping to give her something to cheer about while she was battling cancer that would ultimately claim her life. Unfortunately, Shawn had other ideas. Shawn convinced WWE higher-ups to change plans and put the belt on him. The allure of becoming a grand slam champion and screwing over his perennial nemesis Bret Hart, Bulldog's brother-in-law proving too great a temptation for the egomaniacal wrestler to resist. WWE as they did all too often with Shawn relented. And the end result was one of the most depressing conclusions in pay-per-view history.   Look, people can change. Shawn has definitely changed.  Y'all talk about CM Punk being a menace. Y'all talk about CM Punk being the ultimate menace backstage.  And the match has already been predetermined on who's going to win only for him to pull backstage, politicking to say, you know what? I want to win this match.   I'm trying to prove a point. That's cold, bro.  He could have won it some other time when it went back to the States. That's that's cold, bro.  As detailed by John Pollock, WWE got into an argument with Rigger Joe Branham about the cost of the stunt that ultimately cost Owen Hart his life at Over the Edge 1999 due to WWE's insistence in allowing a quick release function. So Owen could take a comedy pratfall immediately after landing in the ring. Branham quoted them at $5,000. WWE responded by firing Branham and doing the stunt on the cheap, leading to the fateful events of May 23rd, 1999. $5,000 was seen as too much to protect Owen Hart, one of the greatest, most loved wrestlers to ever enter the business. $5,000 was seen as too much to ensure Owen's wife would be able to grow old with her husband and their children would grow up with their father. The death of Owen Hart is the greatest tragedy to ever occur in a WWE ring. The fact that it was also the most easily avoidable makes it all the more devastating. And that is our list. Know of any other horribly cruel WWE moments worse when you know the truth? Let us know all about that in the comments section. That, bruh, literally, like, we're talking about a guy at that time, millions, companies doing pretty, pretty well for itself. It's not like they were struggling. You're telling me they couldn't have an extra $5,000 set aside so that way he can make sure he's safe. That's all you had to do. An extra $5,000 to make sure your wrestler is safe. Even the wrestler wasn't really comfortable with doing this, but he stood by. Owen wasn't comfortable doing that. He really didn't want to, but he's like, you know what? I'm going to do what I got to do. You couldn't invest just an extra $5,000 in to make sure this guy was safe, bruh. That's all I got. That's that's. Yeah, that's that's all I can really say other than, yep, that that's. It's I don't even have words to really kind of put that into like a perspective. I can only imagine how his family would feel will have felt over these years because of what happened because of the lack of just care. I don't know, man. Then I don't know. But comment down below.  Let me know down below if they weren't on this list already. But I appreciate all the love and support you guys showing on channel Road to 150K and I'm still getting speedy YouTube wrestling champion to where appreciate you kicking in with me. See you on next one. Peace.


Okay, so let's do this next example. This is solving multiple functions to the correct number of sig figs example. So in A, it's pretty straightforward. I'm doing this by stepwise. So in the parentheses, you're to solve that first and you see that subtraction sig fig rules. So you got to go to the least number of significant figures after the decimal, which is one. So that's why we have 33.5. And then when we divide that by 0.0087, we got to use the division sig fig rules. So we go to two significant figures. So it's 3.9 times 10 cubed. Okay, hopefully that makes sense. B, same sort of strategy. You solve what's in the parentheses first to the multiplication sig fig rules. So 5.38 has three sig figs. That's what the answer is going to have. So 186, and we add that to 445.56. And we have to use addition sig fig rules in that sort of problem. So we go to the number with the least digits after the decimal place, which is 0, 186 has zero digits after the decimal place. So that's why we cut it off at 632, no digits after the decimal place. Okay, part C is probably the most convoluted one. So you again solve what's in the parentheses first. That's division. So you got to do it to the division rules. So the first of those two numbers has only three significant digits. So the answer's to have three significant digits as well. So you get 8.89 times 10 to the fourth. What I would recommend you do now is convert the 356.99 to 10 to the fourth as well, which is what I've done. And then you can see how I've added them up, reminding myself where to cut the decimal point off it. So if I equate them to the same power, then I can do this type of analysis. It makes my life a lot easier. So when I go ahead and add those two numbers together, I get, of course, 8.93, a bunch of other numbers, but I cut it off there, times 10 to the fourth. Okay, hopefully that one made sense. And then lastly, same strategy, you do what's in the parentheses first, 8.92 divided by 986.7. That's going to give you a number to three sig figs, 0.904.  Okay, let me know if you need any help with this one.


There's a dangerous trend happening in society right now and social media, which is that a lot of young people are finding fame. I think too early. I mean, we all have heard of the child stars, you know, Hollywood child stars or musical acts of musicians who get famous and then they haven't learned how to handle that fame. And so they get into drugs or, you know, other issues that come with with popularity and fame. And now of course, but lots of influencers, Instagram, TikTok influencers and just like, not just young people, adults to who find kind of overnight fame, like haven't really developed the personal growth and attention to their own narcissistic tendencies, which we all have, you know, we all have this spectrum that we all have tendencies of narcissism, and we all have tendencies of ECHOism. And I want to thank Tia Ma, TIA, MA, you can she's teaching a course on narcissists versus ECHOist.  But we all have that. We all have, we all have tendencies for both sides. It's really the dynamic of the relationship with whom we're talking to, right? But the thing about online content creation is that it has the danger of turning all of us into narcissists or stoking the narcissism within us. I mean, there's what's well-known stories of spiritual leaders who seem all spiritual enlightened when they're speaking and giving sermons and lectures. But when you get to know them privately, they are, they're narcissists.  In fact, I can think of a specific one who is quite well known, and I was able to get close to him for a short time, at least get close to his, his assistant. And he seems he's written books and about enlightened business is very enlightened, apparently, you know, on TED talks and on lectures, but his assistant says, and he's really difficult to work with like he's, he's not nice, not a nice person. And so like, that's the kind of, and that's I'm, I'm well aware of that within myself, which is why I'm glad that I haven't gotten overnight success. Well, I kind of in early on my business, I kind of had this bump where I had like, you know, relatively quickly at 10,000 email subscribers. And over time, after a while, when I got into authentic business, I removed most of those email subscribers because I don't really well, well, well built, not true fans, but so I kind of had to taste the fame for a little while. And, and I'm glad nowadays, I'm building my fame very slowly very gradually over time, I mean, you know, I had 3000 Facebook fans in 2015, and now in 2022, I have 8000 Facebook fans, it's very gradual, not suddenly 800,000 or whatever and I think the gradual growth is good for my own personal development because and I'm always really careful when people praise me I just, it's like, don't drink the Kool-Aid George, you know, because it's like it's so easy to become a narcissist when people just praise you all the time like oh you're so great oh yeah I'm like no, I'm a, I'm still a judgmental person, I'm still a, you know, I still have that side of me and I have to be aware that I have to notice those parts and continually try to integrate and transform those things and I just, I'm worried that so many people online now are getting popular without having, and their personal development has not caught up with them. The awareness of their narcissistic tendencies have not caught up with them. And so, they don't treat their students, their private students well, they might look like they're, and a lot of internet markets people are my niche right they sell so powerfully. It's like this kind of narcissism goes into copywriting and selling as well enrollments like they hype up their programs and they charge a narcissistic price also it's some of their pricing is like are you serious, but they sell so well and then by the time you get into like the customer support sucks, you know, like I they promised me the sun and the moon, I come into this program and it's really not like that. You know, and like I said I have to be aware of that might be that's that's basically narcissism you know it's like. So anyway, I just wanted to share that like it's it's okay to grow gradually always being aware of how our own how are we reacting to praise. And are we continuing to say well I've got so much within me to integrate and to be willing. And as I've said this before, to be willing to make a fool of yourself publicly to.  This is you're trying to push people away or self sabotage could be some self some subconscious self sabotage but I also do a consciously because I'm like, I want to push away the people who aren't ready for the whole of who I am at the stage. Maybe later when I'm more enlightened they'll be more ready for me at that point but but yes, so those of you who are still watching. Thank you for being willing to put up with my foolish sides that I that I show sometimes so, and I'm going to grow and I and let's all continue to be aware of those sides of ourselves.


The Messador database has been available for over six years, providing a valuable resource to the public research community. Despite its availability, however, it remains difficult to measure the true impact of this resource. This article was authored by AT&T Decentier, Shiwei Zhang, Guy Kazigal, and others.


Hi everyone, Sean with jaspyscasebrakes.com here doing 2021 Topps Museum Baseball, six box half case break pick your team number seven, which is the first half of a fresh case. Pick your team number eight second half is in the store now down in the single digit teams left. So here is our list of teams and customer and respective customers, Charles Wolfkill and the Diamondbacks down to Alex Volosakos and the Nationals, Sean O'Leary with last spot Mojo Reyes, Astros and Red Sox. Here is that list in person. And like I said, since this is a fresh case, we're going to pop this open and figure out which half six boxes we are going to do. So one, two, three on the dice for the box on the left, four, five, six in the dice for the boxes on the right, whichever ones we don't do will be the boxes we do for pick a team number eight. So we're going to do the boxes on the right. So these boxes here, I'll throw an eight right in the front to show that those are for pick a team eight. And I was doing these three boxes at a time. The dice did stay on the table. That's a very bad at the whole dice rolling thing. This is pick a team seven tiger. Yeah, pick a teammate still in the store that's got a thing nine teams left. My finger hit the off button. A random team half case of MacBook spot out of a filler. How'd it do for you? What are you doing? You can see all the other stuff that's already been open right here in the world. Now we're fixed. I'm getting the Yankees and Babe Ruth one of one. Oh, that's kind of cool. That's real nice. For sure. Peter Lonzo to 150 for the Mets, Aiden Ripley, Jake Croninworth for the Padres, Josh X line, and Mike Soroka, Silver, Ink, Otto six out of 25 for the Braves and Kapasin Martin, Glaber Torres for the Yankees, Josh X line and Mookie Betts, Relic to 50 for the Dodgers and David Malel, Nick Madrigal for the White Sox, Joe Christian, and Bob Gibson's sketch reproduction for the Cardinals, Josh X line and Jose Abreu, Triple Relic, Otto for the White Sox and Joe Christian. That is 200 out of 249. Bobby Dahlback for the Red Sox and Sean O'Leary and Quad Relic, Anthony Rizzo 13 out of 75 for the Cubbies and Rick Thomas, Ty Cobb for the Tigers and Jeffrey Mason, Joey Bart reproduction sketch for the Giants and David Harrell and Elvis Andres to 75, little three color four color patch right there, 69 out of 75, Texas Rangers, Jonathan Arnaldi, yeah I've seen that before too Rex, Paul Goldschmidt to 99 for the Cardinals, Josh X line, K Brian Hayes for the Pirates and Sean O'Leary and nice Gavin Lux, that is one out of 50, Dual Relic and Otto for the Dodgers, David Malel, Juan Soto for the Nationals and Alex Velsacos and Cecil Fielder of that dude, 187 out of 300 for the Tigers and Jeffrey Mason, Kirby Puckett for the Twins, I Coppola and Julio Urias 22 out of 25 for the Dodgers and David Malel, Stan Musial for the Cardinals, Josh X line and very nice one-of-one Ozzy Albies, look at the colors on this patches, Atlanta Braves, Capuchin Martin, nice one-of-one, Tatis to 150 for the Padres, Josh X line, Alec Baum for the Phillies, Eric Jock and Ernie Banks, reproduction for the Cubbies, Rick Thomas and Wilson Contreras, Dual Relic, Otto for the Cubs, Rick Thomas and that is 176 out of 199, that's cool, Ozzy Albies, Braves, Capuchin Martin and Dual Relic, Christian Yelich, Keston here at a 50, 28 out of 50 for the Brewers and Mike Krasinski, George Brett for the Royals, Josh X line and Silver Inc. Otto Tim Anderson, 178 out of 300 for the White Sox and Joe Christian. Good night guys, of course. Yeah, I'm gonna text Nick but I'll text you too. If I get it done, I'm supposed to do it at 12. It won't be tomorrow or it's Friday for Friday.  Yeah, at least I can do Friday for you. Yeah, we'll see. Cool. The one that Joe did earlier, Jonathan, I was like not the same as the ones I did last, the last case I did. Honestly, not the Ozzy Albies because that's a one-on-one. Definitely couldn't have more than those. Oh, that's cool. Is that one upside down? What's in there? Pops giving us a hint? Is this the big hit? It's always interesting when something like that happens, right? I'm gonna have to keep an eye on this one. Upside down were books. This one's not. All the time, Rex. I mean, I don't deal with the stuff coming into the shop but yes, all the time. And on top of that, it's like in day-to-day conversations whenever anybody finds out what I do. They're like, oh my god, I have so many cards from back then. I'm like, yeah. I always tell them honestly, I was out of every 2,000 cards that you have, maybe 20 of them have any value. Not good value, but any value. I'm like, that's how rough it is on those types of cards.  I'm like, but I'm more than welcome to help you out. Oh, the redemption. So let's save that for the end. Christian Yelts for the Brewers, Mike Krasinski, and Nick Castellanos, dual relic and auto for the Reds. That is Josh Proust, 187 out of 271. Gavin Lux is the redemption. We pulled one of his autos earlier, so I'm guessing unless it's the his on-card autos or redemption. Ian Anderson for the Braves, Capucin Martin, and Quad Relic, Nolan Aronato for the Cardinals. Josh X-Line. That is non-numbered, surprising. Ian Anderson out of 150 for the Braves, Capucin Martin, and Kibriane Hayes for the Pirates. And Sean O'Leary. You got a Cal Ripken reproduction sketch for the Orioles, Charles Wolfgill, and Mookie Betts out of 10, 6 out of 10 for the Dodgers. A little bit of two-color there, you can see. A little bit of white on the side. David Malel in the Dodgers. Yeah, it happens, but I mean, Petalanzo for the Metz, Aiden Ripley. And, let's see, you had Mike Trout, Shohio Tani, back-to-back. Could this be an angel? Duel Autograph, uh-oh. Of, oh, Derek Jeter, and Aaron Judge. Very nice. Yankees, Josh X-Line. Jeter Judge, Duel Auto. That's gonna be pretty. Shane Bieber for the Indians, Jonathan Rinaldi. Shane Bieber sketch reproduction for the Indians, Jonathan Rinaldi. And Tristan Mackenzie. Rookie Auto, 84 out of 200 for the Indians, Jonathan Rinaldi. David Ortiz for the Red Sox, Sean O'Leary. And Anthony Rendon, 42 out of 50. Relic for the Angels, Josh X-Line. Sammy Sosa, 2.99 for the Cubs, Rick Thomas. And 2 out of 5, Yaz, Mike Yastremski. Little three-color patch in the middle. Triple Relic Auto for the Giants, David Harrell. Vladdy, Blue Jays Logan Callister. And Quadrelic Tim Anderson to 99 for the White Sox. Joe Christian. Joey Votto to 99 for the Reds, Josh Proust, Alex Kearlaw for the Twins, Icappola. Ryan Mountcastle for the Orioles. And DJ LeMay, Duel Relic and Auto for the Yankees, Josh X-Line. That is 78 out of 249. Bo Bechet for the Blue Jays, Logan Callister. And Quadrelic for the Astros, Yordon Alvarez, Kyle Tucker, George Springer and Yuli Gurriel, 19 out of 25. Houston Astros, Sean O'Leary. Cal Ripken for the Orioles, Charles Wolfkill. Randy Arezarena, reproduction sketch for the Rays. Sean O'Leary and Jose Abreu Relic, 1 out of 50 for the White Sox. Joe Christian. And last one, Joey Votto for the Reds, Josh Proust. And our final auto is Sixto Sanchez, Rookie Auto Silver Ink to 300 for the Miami Marlins and Matthew Bodner. Nice break. No frame in this half. So if it is one frame per case, then that would be in the second half of the case, guys. There you go. That is 2021 Topps Museum Baseball Six Box Half Case Break. Pick a Team Number 7 from jaspyscasebreaks.com. I'm Sean, second half of that case is in the store. Pick a Team Number 8, jaspyscasebreaks.com. Thanks for hanging out. We'll see you next time.