Heat Pumps Key to Reducing Emissions and Energy Costs

Mitsubishi Electric Trane HVAC US poised to help Americans cash in on Inflation Reduction Act heat pump incentives

SUWANEE, Ga., March 10, 2023 /PRNewswire/ — The Energy Information Administration (EIA) estimates, on average, space heating and air conditioning account for over half of an American household’s annual energy consumption as of 2015. Household-level decisions, including home and vehicle energy use, drive 40% of energy-related carbon emissions.

Many Americans can help reduce greenhouse gas (GHG) emissions while saving on operation costs and enjoying greater comfort control when they choose to use an all-electric, all-climate heat pump, like those from Mitsubishi Electric Trane HVAC US LLC (METUS), instead of an existing air conditioner or fuel-burning furnace. By doing so, U.S. households can contribute to a cleaner environment while keeping utility bills low.

The Inflation Reduction Act of 2022 (IRA), a new federal law, offers eligible Americans unprecedented opportunities to potentially save money on qualified heat pumps and home energy improvement projects with tax credits and rebates.

What should U.S. consumers know?

  • 98% of U.S. households could cut their carbon emissions by installing an efficient, all-electric heat pump.
  • If all single-family homes in the U.S. adopted heat pumps, the total annual emissions reduction would be at least 160 million metric tons by 2032, the equivalent of taking 32 million cars off the road.
  • Modern variable-capacity, all-climate heat pumps are designed to help conserve energy all year, reduce GHG emissions and lower operating costs.
  • Homes in all climate zones can appreciate heating performance from a variable-capacity heat pump with hyper-heating capabilities.
  • Hyper-heating, variable-capacity heat pumps are designed to provide reliable heating at temperatures as low as -13° F and are now used in some of the coldest regions of the U.S.
  • Efficient homes can help the community by drawing less electricity from the power grids they share.

Mitsubishi Electric’s INVERTER-driven compressor technology was introduced 20 years ago, revolutionizing the heat pump. Now, these variable-capacity, all-climate heat pumps deliver reliable cold-climate performance, efficiency, and precise comfort control using a smartphone app. Mitsubishi Electric has continuously improved this technology, while METUS has educated utilities, local governments, public officials, non-profits, homeowners, and private sector collaborators on the environmental and economic advantages of all-climate heat pumps.

“The IRA’s passage is a landmark moment for American homeowners,” says Mark Kuntz, chief executive officer, Mitsubishi Electric Trane HVAC US LLC. “The law vastly expands the opportunities for many more American homeowners to experience the comfort, environmental and efficiency benefits of all-climate heat pumps.”

Highlights of consumer incentives in the IRA include:

  • $4.5 billion High Efficiency Electric Home Rebate Program (HEEHRP) administered by state energy offices and Indian Tribes for qualified electrification projects.
    • This national rebate program is intended to support low and moderate-income homeowners.
    • Qualified households can receive a rebate of up to $14,000 with a rebate for specific equipment up to:
      • $8,000 to offset qualified heat pump (for space heating or cooling) costs.
      • $4,000 to offset the cost of electric panel upgrades.
      • $2,500 for electrical wiring upgrades.
    • HEEHRP provides up to a $500 rebate per project for heat pump installers.
  • Significant extension and expansion of the Energy-Efficient Home Improvement Credit (25C), starting in January 2023, allows qualified households to deduct 30% of the costs for buying and installing a qualified heat pump, up to $2,000 annually through 2032.
  • HOME Energy Performance-Based, Whole-House Rebates
    • Allocates $4.3 billion in rebates for home energy efficiency improvements based on Department of Energy-approved modeling tools.
    • Rebate levels:
      • Homes with energy reduction of 20% to 35% are eligible for maximum rebate of $2,000, or half the cost of the retrofit project (whichever is less).
      • Homes with energy reduction of at least 35% are eligible for maximum rebate of $4,000 or half the cost of the retrofit project (whichever is less).
      • Rebates are higher for lower-income homes.

Now, under the provisions of the IRA, qualified homeowners across America have the opportunity to reduce their carbon footprint, achieve better comfort, and realize lower operating costs thanks to Mitsubishi Electric’s variable-capacity, all-climate heat pumps. Visit MitsubishiComfort.com/IRA to learn more.

About Mitsubishi Electric Trane HVAC US LLC

Formed in May 2018, Mitsubishi Electric Trane HVAC US LLC (METUS) is the exclusive provider of Zoned Comfort Solutions® and leading supplier of Ductless and Ducted Mini-split and Variable Refrigerant Flow (VRF) heat-pump and air-conditioning systems in the United States and Latin America.

A joint venture between Trane Technologies plc and Mitsubishi Electric US, Inc., the company provides innovative products, systems and solutions capable of heating and cooling a broad range of applications, from a home to a large commercial building with superior efficiency, comfort and control.

The family of brands supported by METUS includes: Mitsubishi Electric, Trane® / Mitsubishi Electric and American Standard® / Mitsubishi Electric. More information is available at www.metahvac.com.

SOURCE Mitsubishi Electric Trane HVAC US

How can I get my toddler to eat his meals?

If your toddler is refusing to eat his meals, there are a few things you can try. First, make sure that the food you are offering is healthy and appealing to your child. It may help to involve your child in the shopping and preparation of the meal to increase their interest in the food. You can also try making mealtimes fun by using colorful plates and eating together as a family. If your child is still refusing to eat, you can try offering small, frequent meals throughout the day instead of three large ones. It’s also important to be patient and avoid pressuring your child to eat. Forcing a child to eat can make mealtime a negative experience and may lead to further food refusal.

Reiner, Slaughter, Mainzer & Frankel, LLP: Tentative Settlements Reached in Mill Fire Litigation

REDDING, Calif., Dec. 13, 2022 /PRNewswire/ — More than 600 of his clients are reviewing tentative settlements with Roseburg Forest Products in litigation over the September 2022 Mill Fire, attorney Russ Reiner of Reiner, Slaughter, Mainzer & Frankel, LLP said today.

Reiner said the firm’s clients include families who lost loved ones, suffered bodily injuries, lost their homes, fled the fire, were displaced from their homes, lost timber, and lost cherished personal property.

The proposed settlement with Roseburg Forest Products stipulates that the amount of each client’s recovery will be kept confidential, Reiner said. He said he will recommend that each of his clients accept the terms of the settlements.

“The Mill Fire was catastrophic for many families,” Reiner said “Our clients, the City of Weed and Roseburg want the homes that burned down in Lincoln Heights, Lake Shastina, Hoy Road and elsewhere to be rebuilt. We believe the settlements will help put our clients in a position to rebuild their neighborhoods and communities.”

Reiner said he is “honored by my clients who have placed their trust in me to represent them to give them a voice to be heard for their tragic losses.”

Contact: Erin Powers, Powers MediaWorks LLC for Reiner, Slaughter, Mainzer & Frankel, LLP, 281.703.6000, [email protected].

SOURCE Reiner, Slaughter, Mainzer & Frankel, LLP

Math Scores in the U.S. Are the Lowest in Decades, Says Math Essentials

Math Scores in the U.S. Are the Lowest in Decades, Says Math Essentials

MARINA, Calif., Sept. 29, 2022 /PRNewswire/ — The pandemic and how it impacted schools has drastically cost our students’ math progress. Millions of students have made little or no progress during the past two years. At the same time, many of them have forgotten much of what they had learned in the previous years.

We need to get our students back on track, FAST!

Richard W. Fisher, a classroom teacher for 31 years, and author and publisher for over 20 years, has produced a program that can solve this serious dilemma we are facing and make it possible for our students to thrive in math.

The program consists of 4 books.

  • Basic Elementary
  • Upper Elementary 
  • Pre-Algebra
  • Algebra 1

*These 4 titles are available in English, Spanish, and bilingual versions.

Each of the lessons are short, concise, and to the point. There is also an online video tutorial for each lesson, taught by the author. Students will experience immediate success, and this will lead to confidence which will build on itself. The last thing that our students need at this point is a standard textbook that is several hundred pages long. They need to rebuild their confidence and experience success for the first time in nearly two years.

These materials are ideal for students who have struggled with math in the past, as well as special needs students. Teachers who have limited math background will find them to be an invaluable teaching tool. They are also perfect for parents who want to work with their students at home.

***For a limited time, a 10% discount is available on all books at www.mathessentials.net
Use the discount code: ERELEASE2022

Math Essentials also has an online math program at www.mathandalgebra.com for those who prefer online learning. ***For a limited time, you can try it FREE for 60 days using the code: NCTM2022

Book are available at www.mathessentials.net, and also on Amazon and Ingram Books

Go to www.mathandalgebra.com for the new online program.

Math Essentials
www.mathessentials.net
Phone 408-314-4573 * Email [email protected]
Discounts for bulk orders

SOURCE Math Essentials

Databricks Legacy Recruiting System, For the Birds

Databricks Legacy Recruiting System, For the Birds

Many of the coolest companies in the world have not been able to talk to many advanced problem solvers because of their recruiting systems. Companies like databricks are not able to speak to me because the recruiters aren’t prepared to discuss the salary immediately, and my time is in high demand. MY experiences with recruiters not speaking about salary have always been a large waste of time, and I find better leads come from people google searching the words “tableau consulting.” Here I set the price..

I’ve created a FILTERING or a set of minimum requirements to avoid speaking to recruiters who do not have a salary in mind because my belief is this will be a waste of my time. It always is a waste of my time, so why would this be any different?

Before I begin, I will clearly state I look forward to future of learning more about databricks, I love learning and it’s what I enjoy doing in my free time.

“No salary range?” Isn’t this is illegal in Colorado? Yes.

Companies know people want to hear the salary…

So why are companies still trying to do this to experts?

Experts being contacted each day via automation, experts who are logical thinkers and will set a minimum requirement before entering a meeting. Experts who need to filter out recruiters, not your fault, rather this is just the way things are right now and because we are getting contacted more than ever and each year this number grows.

In my opinion, you need to be…

A. understanding

OR….

B. flexible.

If I was to make up a reason without googling to understand more, I think it’s illegal to post job opportunities without a salary because they want to crack down on companies like Databricks, whom can’t move a candidate forward because they can’t talk about salary before multiple meetings. Imo, they want to crack down on companies wasting peoples time. They want to crack down on companies gaining free training for their employees by being “strategic” about when they spill the popcorn.

IMO, spill the popcorn before we get into the theater or we will go to a better theater.

No alt text provided for this image

My message to companies like #Databricks. Evolve your legacy recruiting systems.

Empirical observation; As I return from vacation I want to say 3 to 10 job leads per day is insane to manage, humbling and Databricks is the biggest outlier.

Databricks is the biggest outlier because they are the most honest about not having a salary range in mind, the biggest brand doing this right now in my list, and they are open about needing to have many meetings for me to hear more. Considering I have the luxury of choice, I choose to tell them “i’m not interested” quickly.

My intentions; I’m writing this article because I believe it will help more people make smarter recruiting decisions, it will help people access more great jobs/companies, and I hope it will increase anyones brand awareness as a business looking to be competitive.

Also, let me give you empirical observations after creating many recruiting apps for a recruiting software company, and I’ll be as direct.

Step 1; Start with the salary range or hourly rate.

Repeat after me. Tell them the salary or they will think you’re trying to work them for free. Not a lot of the magician level experts are going to have the time to get into meetings to discuss things just to be told they aren’t a fit because their salary requirements don’t match your requirements. Obviously you want to avoid this step but you can’t if you’re not leading with the salary range/rates.

I know that sounds crazy, but my feeling is you’re not asking people who opt out of the process, no one followed up, and chances are you’re not talking to people who opted out as a part of getting better.

In my experiences, I found most companies avoid looking at the people who don’t fit because that saves time on the analytics analysis, your dashboards literally move faster when you remove the data that you don’t care about.

So from an analytics perspective, I find recruiting teams are focusing on filling the voids VS why they didn’t fill the void. This is simply saying “positive analytics” is easier to analyze and positive analytics is easier to manage. Negative analytics requires a different level of analysis, user experience discussions, difficult decision making, admitting you’re wrong because you’re looking at the BAD data and at the very end, surveying humans to find out what’s wrong.

This can be a challenge for recruiting teams because it’s not easy analytics and the recruiters often don’t know SQL or they’d be making more money writing SQL. (I’m sure I’m wrong in small percentages, that’s fair.)

No alt text provided for this image

Making someone wait to understand the salary range doesn’t work.

I learned that you’re missing out on some of the best engineers in the world. I know because I talk to them all the time, and collectively do not have time for your legacy process. People who do are not in demand. This is economics, supply and demand. (Am I wrong?)

I can appreciate your “OLD LEGACY STYLE” of hiring, but as algorithms continue to consume our unstructured profile text we are being bombarded with BETTER opportunities each day, via automation…

We will continue to focus on job opportunities that are logical. Don’t miss out on hiring in demand gurus!

I can appreciate keeping it classic, I’m a big fan of #SQL and I love keeping it classic. You’d think being databricks (new edge data stuff) you’d improve your hiring process and try to improve the way things work, and focus on making things more logical, easier to adopt. Etc.

Or, at least be willing to be flexible, to accommodate people like myself.

IMO, I feel many companies are missing out on a huge opportunity to communicate with a BIGGER range of talented experts by being flexible to the current high demand for our free time, which will always go the path of least resistance.

Each time you make this mistake, not telling them pay, you will lower the chances of hiring this person immediately, and for the rest of their professional career and the chances of them suggesting your technology disappeared with the first paragraph you sent…

My hope is your executives read this information, your digital marketing team doesn’t ignore, and you make a positive change.

A lot of us want to learn new tech, your tech included, but we don’t want to waste our time.

Example; We don’t want to waste time with bad recruiting processes that favor you more than us.

A note; I can appreciate if you had a better experience or enjoy old recruiting processes but I can honestly say I don’t have time or patience to pretend this is working for your business or for the future of your new hires.

If anything it defines a process that I feel is dated and not functional for advanced solutions consultants who are burned out with the way things work.

Good luck to all of you, and to databricks, I believe in your company, but I do not believe in your hiring process. Excuse typos, I was never aiming to be a good writer, and rather my focus is solving problems and offering my time to give new perspectives to todays modern business problems, data related and beyond.

Author; tyler garrett, founder of dev3lop.com (tech services) and canopys.io (open-source software).

Images; via pexels.

Life = Cleaning Objects

dude if you aint >3lb this irobot bumps shoulders

it literally drop kicked the dyson purchase in the face.

but irobot can’t clean the walls, or anything somewhat thick, and thus the balance of cleaning objects.