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[Original] Finally! Tesla Model 3 Technology Explained

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Based on the architecture of the Model S and Model X, Tesla developed the body of the Model 3. Before Model 3 came to the market, the Model S had the lowest probability of personal injury of any model. Passing by the National Highway Traffic Safety Administration (NHTSA), the Model X comes in a close second. Now, NHTSA test results show that Model 3 not only has a full five-star safety rating in every category and sub-category but also has the lowest probability of injury of any model tested.

The Tesla Model 3, Model S, and Model X models come in the top three with the lowest injury risk. The risk comes from the list of all models tested by NHTSA since 2011. The body structure is the foundation of the vehicle’s safety performance. And the Tesla Model 3 body design draws on a lot of experience from the Model S design.

Tesla comes with a weight distribution ratio of nearly 1:1 between the front and rear axles. And the higher weight of the battery pack that comes on the chassis effectively lowers the vehicle’s center of gravity and makes it more stable. At the same time, the use of a large amount of high-strength steel gives the vehicle a robust body structure. The structure can effectively maintain occupant survival space in the event of a collision.

The Tesla Model 3’s body comes from a variety of alloys to ensure its overall strength while achieving a lighter weight. We can see that the vehicle’s A-pillar, B-pillar, longitudinal beam, front of the cabin and battery Pack are all made of the strongest ultra-high-strength rigid material. The material protects the occupants while also providing safety for the battery Pack. A comparison of the battery Pack protection structure of the Tesla Model S and Model 3 clearly shows that the Tesla Model 3 body protection structure does a much better job.

At Tesla’s new product launch on 19 October 2016, Elon Musk announced that with immediate effect, all models produced by Tesla will be equipped with hardware with a fully automated driving function. The Tesla Model 3, the latest model, naturally comes with this system as standard. Tesla contains eight cameras covering a 360-degree visibility range and monitoring the surrounding environment up to 250m away. In addition to this, the vehicle is equipped with 12 ultrasonic sensors to complete the vision system. It is for detecting and sensing hard and soft objects at nearly twice the distance of the previous generation system.

The enhanced front radar provides richer data of the surroundings through redundant wavelengths, and the radar waves can travel through heavy rain, fog, dust, and even vehicles ahead. To make better use of this data, the vehicle is equipped with a processor with 40 times faster computing power than the previous generation.

In addition to the fully automated Assisted Driving hardware as standard, Tesla also offers the optional ‘Enhanced Autopilot’ feature. Tesla adds more functionality to the current Autopilot experience – the vehicle will be able to adjust speed to traffic conditions; stay in lanes; change lanes automatically without driver intervention; switch from one motorway to another; exit the motorway as you approach your destination; park automatically as you approach a car park, and be at your beck and call in the garage.

In the past, it cost 46,300 RMB to turn on Autopilot as an option. But now Tesla China has changed Autopilot from an option to a standard feature. A move that actually reduces the price of the Tesla Model 3 in disguise, helping to boost sales.

Editor’s Comment: From a positioning point of view, the Model 3 is undoubtedly Tesla’s entry model. However, from a technical point of view, the Model 3 is arguably Tesla’s strongest product and most technically advanced model at present. The excellent performance and range make this car king-like in its segment. I believe it will be a benchmark product for a long time to come.

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Why do Businesses Need Human resource Consulting Services?

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Human resource

Human resource consulting firms play a vital role in today’s business landscape. They offer several key benefits and importance to organizations:

Expertise and Specialization:

HR consultants bring specialized knowledge and expertise to the table. They stay up-to-date with the latest HR trends, best practices, and legal regulations. This expertise is precious for businesses without dedicated HR staff or require support in complex HR areas.

Cost-Effective Solutions:

Engaging HR consultants can often be more cost-effective than hiring and maintaining an in-house HR department. Businesses can access high-quality HR services as needed, reducing fixed labor costs.

Customization:

HR consultants tailor their services to meet the specific needs of each client. Whether recruitment, employee training, or policy development, consultants design solutions that align with the organization’s unique goals and challenges.

Objective Perspective:

Consultants offer an objective and impartial perspective on HR matters. They can provide insights and recommendations without being influenced by internal biases or politics, which can be valuable for making difficult HR decisions.

Efficiency and Productivity:

HR consultants can streamline HR processes, making them more efficient. This can improve productivity, as employees spend less time on administrative tasks and more on strategic activities.

Compliance and Risk Management:

HR consultants help organizations comply with labor laws and regulations, reducing the risk of legal issues, fines, and reputational damage. They also assist in implementing best practices for risk management.

Strategic Focus:

Organizations can free up their internal resources by outsourcing HR tasks to consultants to focus on core business activities and strategic initiatives. This can lead to improved business performance and growth.

Scalability:

HR consulting firms can adapt to an organization’s changing needs. Whether a business is expanding, downsizing, or facing other transitions, consultants can provide flexible HR solutions to support these changes.

Access to Technology:

Many HR consulting firms have access to advanced HR technology and software solutions that may be cost-prohibitive for smaller organizations to implement independently. This technology can enhance HR processes and data management.

Talent Acquisition and Development:

HR consultants excel in talent acquisition and development. They can help organizations attract top talent, assess employee potential, and implement training and development programs to improve workforce skills.

Confidentiality:

HR consultants are bound by confidentiality agreements, ensuring that sensitive HR issues and employee data are handled with discretion and professionalism.

Conflict Resolution:

Consultants can mediate and assist in resolving workplace conflicts and issues, promoting a harmonious work environment.

Global Expertise:

 For businesses with international operations, HR consultants with global expertise can help navigate the complexities of international HR regulations and practices.

In summary, human resources consulting firms provide valuable support to organizations by offering expertise, cost-effective solutions, and a strategic approach to managing their workforce.

Their ability to adapt to changing needs, ensure compliance, and improve HR processes makes them an essential resource for businesses looking to thrive in today’s competitive environment.

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PayPal quietly reintroduces $2,500 “misinformation” fine

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PayPal

Not long after issuing an apology and retracting a $2,500 fine to its users, PayPal has quietly re-introduced the fine into their terms of service and legal agreements.

If enforced, the leading payment processor could fine users the hefty $2,500 sum for spreading “misinformation,” or “hate”, or whatever they deem “unfit for publication.”

While the wording has been changed up, the company has listed several things they would consider fining users over, purely based on speech:

PayPal restricted and prohibited activities

  • The promotion of hate, violence, racial or other forms of intolerance that is discriminatory or the financial exploitation of a crime
  • Items that are considered obscene
  • Certain sexually oriented materials or services
  • Act in a manner that is defamatory, trade libelous, threatening or harassing
  • Provide false, inaccurate or misleading information

The original documents, which PayPal said were published in error, had much looser language on what would get users fined $2,500 over – namely the “sending, posting, or publication” of any “messages, content, or materials” that are “harmful, obscene, harassing, or objectionable.”

PayPal has seemingly taken a firm stance against adult / pornographic content in both policies, while the former prohibited things that “depict or appear to depict nudity, sexual or other intimate activities” the new policy vaguely prohibits “certain sexually oriented materials or services.”

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Employee Retention Tax Credit 2022

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The employee retention tax credit 2022 (ERC) is a tax credit available to employers who keep and retain their employees. The credit is available to employers with 100 or fewer full-time employees. It applies to qualifying wages paid to employees during the business’s first quarter.

If your business is a small business, you can use Form 941-X to claim the credit retroactively.

Employers with 100 or fewer full-time employees

Employers with 100 or fewer employees are eligible to claim a refundable payroll tax credit called the Employee Retention Tax Credit.

This credit was created by Congress under the CARES Act to encourage employers to retain employees. It was originally set to expire on January 1, 2022, but Congress has extended the credit twice. This means that eligible employers can still claim the credit for their taxes for 2020 and 2021.

The credit is limited to wages paid between March 12 and Sept. 30, 2021. In addition, wages paid under the Paycheck Protection Program (PPP) cannot qualify for the credit. The credit amount is limited to $5,000 per full-time employee in 2020. In 2021, it increases to $7,000 per quarter, with a total credit of up to $21,000 per employee.

Paycheck Protection Program loans are not eligible for the employee retention tax credit

The Employee Retention Credit (ERC) is a tax break for businesses that offer a payroll protection program for their employees. Until recently, employers could not qualify for both programs at the same time. But the new legislation has changed this and now businesses can take advantage of both programs.

To receive the credit, employers must file a Form 941-X, or Adjusted Employer’s Quarterly Federal Tax Return, for each quarter that an employee was a PPP borrower.

The credit is based on wages paid between March 13 and Dec. 31, 2020. For the third quarter of each year, the credit is available for up to $10,000 per employee.

Qualified wages are based on the quarter the business began

To qualify as a severely distressed employer, your business must have had a 90% decline in gross receipts in the previous year.

You must have employed at least one person during this time. The CARES Act does not apply to businesses that are still operating, but it does apply to those that have ceased operations and declined in gross receipts.

Form 941-X is used to retroactively file

The IRS has recently released a new form called Form 941-X. The new form is designed to be filed retroactively and corrects any mistakes that you may have made in filing your original Form 941.

The form must be filed no later than two years after you paid the tax. To file this form, you will need to mail it to the IRS. The IRS does not have the capability to accept it online. If you’ve made significant changes to your business, you may be eligible to claim the ERC. The ERC is equal to 6.4% of the wages you paid to employees during the credit generating period. This credit is not available to corporations with more than 500 employees

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