Easy to Mantain Flooring System: Epoxy Floor Advantages Report by JFK Surfaces

Dec 13, 2022

JFK Surfaces has published its latest article covering the benefits of Epoxy floors and the options to choose from. Those serious about looking for attractive, unique floors can find further information below.

Chilliwack,Canada - December 13, 2022 /PressCable/ —

JFK Surfaces has published a new article entitled, “Epoxy Floors Make any Surface Sparkle” which offers a brief overview of Epoxy’s advantages as a flooring system, different options to choose from, and why the company excels in providing this high-quality service. Those who are serious about looking for attractive unique, healthy, and easy-to-maintain flooring and other interested individuals can view the full article at JFKSurfaces/Blog

JFK Surfaces’ report explains the many benefits of Epoxy Flooring in detail. From their visual beauty to their long-lasting durability, the article provides a detailed account of why these floors are perfect. Additionally, this information should be of particular interest to those owning new homes, offices, restaurants, and retail spaces, since these floors are visually perfect and easily cleaned.

One of the most important pieces of information the JFK Surfaces’ article tries to convey is the different choices for Epoxy Flooring. There are countless looks available when someone decides to use Epoxy Flooring; however, JFK Surfaces explores some of the best options. The best example of this is perhaps found in the following extract:

‘Some looks available include granite, tile, and slate, while others go with gloss, flat, or satin finish. Eventually, no matter the design someone chooses, JKF Surfaces will ensure a one-of-a-kind job, ensuring skid-resistant yet easy-to-sweep floors.’

In discussing the article’s creation, Fabien Joseph Quesnel, Founder/CEO at JFK Surfaces, said:

“Located in Chilliwack, BC, JFK Surfaces is a family company with more than ten years of experience. Furthermore, the business provides customized, beautiful, seamless flooring, fluid applied floor coatings, and resinous flooring, among others.”

Regular readers of JFK Surfaces will notice the article takes a familiar tone, described as ‘committed and professional.’

JFK Surfaces now welcomes comments and questions from readers about the article, as they are intent on helping the audience be better informed on the many benefits they may have when choosing Epoxy Floorings and relying on the company to do so.

Anyone who has a specific question about a past, present, or future article can contact JFK Surfaces via their website at https://jfksurfaces.com/

The complete article is available to view in full at JFKSurfaces/Blog

Contact Info:
Name: Fabien Joseph Quesnel
Email: Send Email
Organization: JFK Surfaces
Address: 8868 Beryl St BC V2P 7E8, Canadá, Chilliwack, British Columbia V2P 7E8, Canada
Website: https://jfksurfaces.com/

Source: PressCable

Release ID: 89086375

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More News

What to consider if a company that made AI-related job cuts wants you back

Oct 30, 2026

What to consider if a company that made AI-related job cuts wants you back

NEW YORK — Companies around the world are increasingly citing artificial intelligence when slashing jobs, fueling anxiety that a lot more workers may lose their livelihoods to machines. Microsoft, Barclays Bank and supermarket chain Kroger are among the latest entries on a growing list of companies that have announced AI-related workforce reductions this year, including the elimination of jobs deemed redundant or shed to free up money for investing in the technology. But the job cuts of the AI era, which are affecting tens of thousands of people, occasionally have an epilogue. Some companies, after discovering that AI models, applications and agents don't perform as well as expected, end up rehiring laid-off workers to fill eliminated positions. It's unclear how common such reversals are, but they are happening often enough to acquire a nickname: the "AI boomerang." "Two years ago, we said, 'Would this happen?' and now we're saying, 'Yes, it is happening in real time,'" said Lucy Beaumont, a global senior vice president at SHL, a U.K.-based technology company that develops employment-related tests and tools. Hiring managers in fields including finance, marketing, law and health reported earlier this year that their companies had eliminated positions primarily because of AI or automation, only to hire again for the same or similar roles, according to recruitment and staffing firm Robert Half. The most frequently cited reasons for restoring dropped jobs included the technology needing more human oversight than anticipated and its inability to replicate institutional knowledge, the firm said. "When you need critical thinking, collaboration, creativity, institutional knowledge, those are things that AI just can't replicate," Bill Driscoll, a senior district president at Robert Half, said. "And I think that's where companies are starting to realize, 'Wow, we really do need people to do these jobs.'" Klarna, the Swedish provider of buy now, pay later services, began recruiting human customer service representatives again last year. CEO Sebastian Siemiatkowski acknowledged in an interview with Bloomberg News that the company's reliance on an AI chatbot to cut costs had gone too far. In June, Ford said it had hired or promoted 350 veteran engineers after AI tools the automaker deployed to do quality control work did not perform at the expected level. "AI utilization has been an important part of our quality gains and that — along with deep technical expertise of our teams — is a powerful combination," a Ford spokesperson told The Associated Press. However, companies don't always broadcast their U-turns on shifting resources or responsibilities from employees to AI systems, Beaumont said. "Maybe their shareholders love that they did this right-sizing motion... and then they have to turn around and quietly, with their tail between their legs, admit that they weren't ready for that or they shouldn't have done that," she said. Management experts offered employment advice for workers as companies make greater use of AI tools and consider — or reconsider — their staffing needs while assessing the technology's capabilities. Rehiring suggests the invisible work of humans is not easily replaced When companies use AI to perform tasks previously done by people, they often miss the invisible work employees do beyond their formal job descriptions, said Betsy Summers, a principal analyst on the Future of Work team at market research and advisory firm Forrester. That might include sensing emotions and moods, holding impromptu meetings and putting in extra effort when feeling inspired or otherwise motivated, Summers said. "We don't know all the work that's required to do things well within the organization," she said. "The citizenship behaviors of team cohesion and team building and making sure that you have trust within your team, none of that is accounted for. So when you rip out humans who are doing that work and then expect agents to be able to then deliver exactly what humans have delivered, they are frequently mistaken." Another factor that complicates assigning more work to AI-powered tools is that company procedures for tasks such as data processing and bookkeeping are not always well documented, experts said. "Organizations are not spending enough time doing the up-front work to really truly understand workflows and where humans add value in the process," said Brooks Holtom, a professor of management at Georgetown University's McDonough School of Business. In roles such as customer service, AI agents and chatbots frequently need to refer questions and complaints to a worker who can recognize emotions, assess the severity or complexity of a problem and respond creatively within established policies, Holtom said. "It's that combination of creativity but staying in the guardrail that's really hard for a machine to figure out," he said. Figure out what gives you a competitive edge as a human As companies redirect resources toward AI, current employees and those asked to come back might want to emphasize skills that complement the technology, such as emotional intelligence and sound judgment, Holtom said. "Really try to be able to articulate, what's your value proposition as a human?" Holtom said. "Don't be afraid to lean into the technology as well, and understand how to differentiate yourself from what machines do well. Embrace that, understand that, and you can become uniquely qualified to help with implementation." Empathy is a human quality that technology has not fully mastered, Beaumont said. "Think about an angry customer. They want to be listened to, they want to be heard, they really want a human on the other end of the line," Beaumont said. "Can an AI replace that right now in a way that feels meaningful to individuals? Perhaps not." Know your leverage and use caution if you're asked back Many people are understandably reluctant to return to a company that laid them off as part of a reorganization around artificial intelligence, according to Beaumont. "To come back to a business where you've been let go, replaced by AI, to be asked back to that business, your trust is gone, your psychological safety there, your relationship with the employer, and that's very, very difficult to build back," she said. Workers offered their old jobs back are asking for more money and to know how AI might impact future staffing, Beaumont said. Requesting additional training and a clear explanation of your opportunities for advancement could be part of the discussion, she said. Communicate ways you would contribute value as a returning employee, outlining a new job description "that leverages the technology but also your expertise," Holtom said. You could end up in a higher-ranking position that pays more than the one you left, he said. Before accepting an offer, seek a commitment such as a one-year renewable contract that includes a buyout clause if the job is terminated in less than a year, Holtom suggested. Don't discount the distinctly human values of motivation and curiosity, which make people efficient and effective, Summers said. "Within our societies, work serves a broader purpose than just creating value for shareholders or customers or constituents," she added. "Work serves a human purpose as well. It's the manifestation of our search for meaning and purpose. We want to contribute to our communities as human beings."

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