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Comment Re:Define "Phone Use" (Score 3, Informative) 344

It doesn't make the research useless. You can find plenty of recent research that any conversation with someone not in the vehicle -- i.e., someone who doesn't know when to shut up when road conditions get interesting -- raises accident risk considerably, whether the phone is hands-free or not. I've seen stats indicating that having kids in a car where the only adult is the driver shows the same tendency, although not the same degree.

You can Google around for the research. Someone earlier on this slashdot thread found this paper, for example. The exact level of risk varies between studies, but all of them are considerable. That's why studies of cell phone use have begun including hands-free use.

Comment Re: Rare-Earths aren't rare! (Score 1) 79

And the fact that a lot of the places to mine involve drinking water, endangered species, people's homes, existing structures... I would hardly call the regulatory process "the only problem." That rather seriously mischaracterizes the issue, as if it is the government needlessly standing in the way of harvesting these materials. The regulatory process is there to sort out competing claims for use of land and resources.

Comment Re:A nice, simple law would help (Score 1) 316

> Products with a defined "end of life" are extremely damaging to consumers and to the environment. Not in all cases. There are some things where the environmental quality of the device has come such a long way, it would actually be better if they did have a defined end-of-life so they leave service. Other items are so environmentally intensive to replace, it makes sense to keep even the worst running as long as possible. It varies wildly by device depending upon manufacturing damage vs ongoing-use damage.

Comment Re: Positive (Score 2) 316

Can you post a list of tractor/combine manufacturing companies that DON'T do this? I think you'll find that there are none. Meanwhile, there are fields to harvest, and if you prefer to work with the older tools, that's fine, but your competitor is using the new "locked-down" tractor. This is one of those times when the only way out is collective action by a group of citizens acting as one to force a change... i.e., representative government regulation.

Comment Re:notice the ny times didn't bother to report thi (Score 1) 312

I'm not sure how to go about checking this -- it's been years since I've had a regular print copy of any paper, and Times isn't local to me. Having said that, when you search the online site for that article, the search results specifies that there was a print headline for the story: If I find a copy of the Times later this week, I'll take a look. But your assertion still makes no sense... if they were as biased as you claim, why would they carry the story in their online reporting?

Comment Re: The real problem (Score 1) 312

That's a reasonable hypothesis, and one that has been checked... the data does not tend to bear out that supposition. The head of HR is rarely in charge of all the entry level hiring... indeed, most hiring decisions aren't made by HR. HR rounds up candidates and on-boards them once they accept an offer, but the offers usually come from middle layer project management, and those positions are dominantly male (though, as I say, women in those roles tend to have the same bias, albeit to a slightly lesser degree).

Comment Re:The real problem (Score 2) 312

Were those assholes liked by their superiors? That's what gets promotions. The data from numerous researchers finds that the people with decision making power in corporations (both male and female) TEND to see an up-and-coming assertive (asshole) male as an asset and an up-and-coming assertive (asshole) female as a detriment. At any given company, there may not be these limits, so your personal experience may vary, but across the industry, the bias shows up pretty significantly in data, even when correcting for an employee taking time out of the workforce. A woman who doesn't take time off to have or raise kids and who is excellent at her job will still tend to hit a ceiling, particularly in the tech industry, and that limitation appears to be because of bias against them. So to advance, most women have to take a less abrasive tone, and that generally weakens their bargaining position vis-a-vis the men during negotiations, both for projects and for salary.

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