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notalwaysright_feedRead In Both Lines, And Still Out Of Line
Usher: "We have two events happening simultaneously. Which one are you here for?"
Girl: "[Video Game Store]."
Usher: "Then please go to the back of the line." *Gestures down the corner.*
Girl: *Getting angry.* "Why can’t I go in? I’m here now!"
askamanager_feedIt’s five answers to five questions. Here we go…
1. Junior staff ask me for recommendations I can’t give without reservations
I work with a number of support positions filled mostly by recent grads. Although they support my role, they are part of a different company and I have no supervisory role over them. A high percentage of them eventually want to go back to school to do my job and I get asked to fill out recommendation forms a few times a year. Sometimes this is an amazing part of my job — I get to pay forward all the help that I received. But I’m struggling with what to do when my opinion of someone’s work isn’t so glowing.
To not mince words, the support staff supervisor is truly terrible at his job. Between this, a toxic culture at their company, and being new to the workforce, many of the support staff have picked up habits that make it hard for me to recommend them without reservation. To give a couple examples, I’ve learned to not worry about some of them until they are a full 30 minutes late (meaning I’ve been doing their job and mine for the first 30 minutes of the day; I’m all for flexible time when coverage isn’t part of the job, but that is definitely not the case here). Anything their supervisor says is viewed as stupid and something that can be ignored and mocked, from the actually asinine to normal work requests. The recommendation forms will ask me to rank something like their punctuality or respect for management, items obviously a little hard to give glowing scores on.
I feel conflicted. None of this is happening in a vacuum; they have often never had a job with a good culture and good management, and a lot of these behaviors have become normalized within their group. On the other hand, my field is small and I don’t want to vouch for someone who ends up not outgrowing the toxicity.
I know from religiously reading your column that one (good!) piece of advice would be to offer to mentor them. The internal politics make that difficult — their company would view me as overstepping, my company would view me as spending time and resources that their company should be handling, and, honestly, I already do so much of their supervisor’s job that the idea of doing even more grates a bit. I would still be willing to try to help, though, if there is a way that is appropriate to my role.
I don’t want to give up writing recommendations completely — some people are truly exceptional. Am I being too harsh, and, if not, is there a good script for turning down recommendation requests from peers?
You aren’t being too harsh. In a small field, your reputation is on the line if you recommend someone who turns out to carry these same bad habits to their next job.
But I do think there’s room to do something here! The key is to do it before you’re at the point where they’re asking you for recommendations.
It doesn’t need to be full-on mentoring, for all the reasons you mentioned. But you could pull these staff members aside individually when you start noticing problems and say something like, “This isn’t something I plan to bring up again, but I want to give you a heads-up: a lot of people in your role end up asking me for recommendations to go back to school for X, and when I write recommendations I’m asked about things like punctuality and respect for management. I see the tough management situation you’re dealing with; I’m not blind to that. But I want to be up-front that if you ever do need a recommendation from me, I’m going to get asked about that stuff and have to be honest, and in some cases haven’t felt like I could write the recommendation at all. I never want to be explaining this to someone for the first time when they’re asking for a recommendation, and I think it’s fairer to say it early on while you can still do something with that information. It’s completely up to you what you do with it! I just want it out there so no one is surprised by it later.”
2. How do I get a security tag removed from a purchase years ago?
What’s the most professional way to approach a retail employee about something that would likely make you look suspicious?
What happened was that almost four years ago, I brought this great bra from Target. I went through the self-checkout line and was distracted by pleasant small talk with an employee. It wasn’t until I got home that I realized that I never got the big red anti-shoplifting thing-a-ma-bob removed, and it somehow didn’t trigger the door alarm at the front. I would’ve driven back to the store to have it removed, but it was late at night at the time.
Through a combination of social anxiety and then-untreated ADHD, I never went back to the store with the bra. I’ve moved to a different state since this had happened, and it’s only compounded my problem.
I re-discovered the bra with the old receipt in storage box this week. The receipt was from November 22, 2021. I would love to just walk into my nearest Target and have the tag removed, but I can’t think of any way to verify to customer service that I bought the bra honestly. (I’m the type of person who gets nervous when I leave a store without buying anything because employees probably assume that I stole something.)
How do I approach an employee about this? What should I do if they bring in security if they’re suspicious? Should the old receipt from a different state be enough verification, or should I do something else?
I’d love to hear from people with recent retail experience on this, but I think you can just bring it in with the receipt and say, “I know it’s ridiculous that it’s been several years, but I bought this bra at a Target in Rhode Island, here’s my receipt, and it still has the security tag on it. I put it aside to bring it back to have the tag removed and then completely forgot about it until recently. Is there any way to get it removed now, since I do have the receipt?” In other words, just lay it out for them!
You say you don’t know how to verify that you bought it honestly, but your receipt does that — or at least it does that as much as any receipt ever does. (It’s also possible that they don’t even sell that bra anymore, which would further lend your account credence, although I don’t even think that will matter.)
So just own it — “I did this weird thing, can you help?” (I feel like a full quarter of my customer service interactions involve me saying some version of “I did this weird thing, can you help?”)
I think they’ll just remove the tag for you. Even if they can’t because it was years earlier, they’re not likely to accuse you of shoplifting when you have a receipt in hand. But if they do, you’ll explain it, and that will probably take care of it! Worst case scenario, they’ll say “this is extremely irregular and we are confiscating this bra,” and you will be no worse off than you are now, except that you will hopefully be able to laugh at this snafu the whole way home.
3. Work transitions when someone is told to leave immediately
A manager on my team (not my supervisor) left the company unexpectedly about a month ago. It’s my understanding he was asked to leave immediately once the company learned he had taken a job with a direct competitor. This is pretty standard in my field and not the first time I’ve seen it happen, although it is the first time I’ve been so directly affected.
Because he was asked to leave so abruptly, there was no time to properly transition his ongoing work. He was in a lead role on two key projects, and the rest of us have been scrambling to make sure nothing falls through the cracks. It’s a bit embarrassing to have to ask clients for information a second or third time if it was something they had already discussed with him. We have access to his work files and emails, which is helpful, but not everything was documented in an easy-to-find way. We are prohibited from reaching out to him with questions, and even if someone did, he is under no obligation to answer.
Is there a better way for companies to handle sudden departures? I realize this can happen in any number of circumstances, like if someone has an unexpected health or family crisis. But, do you think companies should forcefully escort out employees who take jobs with competitors? Do you have any suggestions for the people left in the wake?
It’s not unusual in some industries to have people leave immediately if they’re going to work for a competitor, although of course if someone wants to take trade secrets, contact lists, etc., they can just do that before they give notice. Part of the thinking is that once the move is official, the person will have divided loyalties (and perhaps the preponderance of that loyalty will lay with the new employer) and it’s better to get the person out of the information flow as soon as possible — no point in them continuing to hear details about strategy, etc. — but it’s a bit much.
As for picking up the pieces after the person is gone, all you can really do is what you and your coworkers have been doing: going back over some of his tracks, asking for information again, and so forth. It doesn’t look great to clients, but there’s no other real way to handle it once the person is gone.
4. Firing someone right before her honeymoon
I am firing one of my team members due to a reorg in my team and low performance. She is getting married in three weeks and just came back from a long-term sick leave of four months. Is it better to get it done ASAP or to wait for her to be back from her honeymoon?
I’d do it ASAP because knowing she’s out of a job might change the spending decisions she makes on/leading up to her honeymoon. It’s not going to feel great to either of you, but I think it’s fairer to her to have all the information as soon as she can have it. (I do think reasonable people could disagree on this one, though.)
However, the fact that she just returned from a long-term sick leave introduces some legal complications (like whether it will look like she’s being let go because of the sick leave), so you should consult with a lawyer or at least your HR department before doing anything. The law doesn’t stop you from firing or laying someone off who’s been on sick leave, but you want to make sure you can document that the reasons for the decision had nothing to do with the leave.
5. Is this bad LinkedIn advice?
I have a family member who’s been laid off (not government or nonprofit but an industry affected by DOGE cuts). Their work paid for a job placement company.
They told me that the placement company told them to create a LinkedIn profile listing as a current role that’s “seeking role in…” The placement company claims recruiters search for who’s currently working and that’s how to still come up in searches.
It sounds to me like bad advice given by people who aren’t actually hiring managers. I’m concerned if the family member follows this advice it would work against them, but is it not a big deal?
It’s going to look a bit cheesy/salesy and I wouldn’t recommend doing it, but it’s not likely to be held against them, especially if they’re otherwise a good candidate.
The post when you can’t give a good recommendation, firing someone right before her honeymoon, and more appeared first on Ask a Manager.
notalwaysright_feedRead Notes From A Liquor Store
You get some wild characters working retail. Some old favorites of mine at the liquor store I used to work at:
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escapade_connotalwaysright_feedRead A Policy Written In Blood And Butter
Customer: "I want a small popcorn. But can you put it in a large tub?"
Me: "Sorry, sir, I can’t do that. The large tub comes with free refills; we have to charge by the container."
Customer: "But I don’t want a refill. I just want a small portion in the bigger tub so it doesn’t spill."
notalwaysright_feedRead It’s Almost As If A Mischievous Spirit Was At Play
Sometime after the start of Act Two, a character is supposed to sing a tango number, but her lavalier mic (microphone worn by the actors) doesn't work for the duration of the song.
Rather than stop the show to troubleshoot, a stagehand dances his way on stage during the choreography and gives her a handheld mic.
Which doesn't work either.
notalwaysright_feedRead It Pays To Know When To Aim For The Stars
Guest: "Hey, so... quick question. When are the stars gonna line up like that again?"
Me: "You mean the alignment from the show? That was a simulation of the night sky from [very long time ago] years ago."
Guest: "Yeah, but like... when’s the next time that same pattern is gonna happen in real life?"
Me: "Well... technically, not for a few thousand years."
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The Mac mini has always been about packing a surprising amount of power into a tiny shell, and the Early 2023 Apple Mac mini M2 sticks to that idea. Right now, you can grab the refurbished 8GB RAM, 512GB SSD model on sale for $459.99 at StackSocial (down from $599), or the 256GB SSD version for $359.99. Both are rated “Grade A,” meaning they show little to no cosmetic wear and ship free across the contiguous U.S.
Powered by Apple’s M2 chip, this mini desktop quietly handles everything from daily multitasking to heavy-duty tasks like 8K video editing. Its 8-core CPU, 10-core GPU, and 16-core Neural Engine give it real muscle, especially for creatives or anyone who juggles multiple apps and tabs at once. However, keep in mind that while it’s a beast for most workflows, 8GB RAM might feel tight for heavier professional workloads down the line, like video production or 3D rendering.
These Mac minis run macOS Ventura out of the box (with an easy upgrade path to the latest macOS Sequoia, so you're not starting on an outdated system), and support up to two external displays, including one up to 6K over Thunderbolt and another up to 5K (or 4K through HDMI), making it a strong centerpiece for creative setups. It's got serious connectivity options too—two Thunderbolt 4 ports, an HDMI port with 8K support, two USB-A ports, Ethernet, and a headphone jack that’s ready for high-impedance headphones. Wifi 6E and Bluetooth 5.3 round things out, giving you faster and more stable wireless connections. With fast boot times, excellent security baked into the hardware, and a form factor that weighs just 2.6 pounds, the Mac mini M2 feels like a serious upgrade packed into a minimalistic design. It’s a small machine with serious ambition, and for most people, that’s more than enough.
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There was a time when you needed to spend over $1,000 to get your hands on a MacBook that could handle everything from spreadsheets to video edits without complaint. That’s no longer the case—at least not with this deal. This refurbished 2020 MacBook Air with the Apple M1 chip is down to $549.99 for the 8GB RAM + 512GB SSD model and $589.99 for the 16GB RAM + 256GB SSD configuration. Both are “Grade A” units, meaning they might have little to no visible wear even though they are refurbished.
You get the same M1 chip that helped Apple cut ties with Intel—an 8-core CPU, 8-core GPU, and a 16-core Neural Engine working together to make everything from browsing to photo editing fast and efficient. That chip also means zero fans, so the machine stays completely silent, no matter how long you’re running it. The Retina display still holds up with a crisp 2560x1600 resolution, and the battery life is solid, around 15 to 18 hours depending on use.
You do miss out on some newer features like MagSafe charging or a 1080p webcam, but for this price, those trade-offs feel minor. Both variants include two Thunderbolt/USB 4 ports, wifi 6, Bluetooth 5.0, stereo speakers with Dolby Atmos support, a responsive backlit Magic Keyboard, and Touch ID. And because it’s still supported, you’ll be able to upgrade to macOS Sequoia 15. If you’ve been eyeing a MacBook for work, school, or general creative projects and can live without the newest features, this deal makes a strong case for sticking with Apple’s first (and still very impressive) M1 machine.
notalwaysright_feedRead This Story Goes Straight To 100
The "first hundred days" thing isn't only used by politicians. When my old boss retired five years ago, we got a new boss (who is awesome, and the best boss ever). Things have gone pretty well for him since about day a-hundred-and-one. The first hundred, though... well, after them, he stopped being a fan of using that metric.
notalwaysright_feedRead A Cathode Ray Dude
We got chatting with the twenty-something guy at the checkout (as you do in a small town), and Dad was cheerfully grousing about having hauled this massive TV all the way from Ohio only to replace it here at the other end of the move.
Cashier: "Oh wow! If it still works, you could probably get some good money for that! Some people collect those for retro gaming, because the old gaming systems don't work on newer TVs."
Read A Cathode Ray Dude
twocents_feedGoogle I/O 2025 was chock full of announcements. The problem is, Google isn't always clear about which features are new, which have already been released, and which are coming out in the future.
While there are plenty of features to look out for on the horizon, and a number still that you've been able to use for some time, there are brand new features Google rolled out immediately after announcing them. Here are all the Google I/O features you can check out right now—though some do require you to pay.
Google's latest AI image generation model, Imagen 4, is available today. Google was sparse on too many specific upgrades with this new model, but says that Imagen is faster, and now capable of images up to 2K resolution with additional aspect ratios.
The change the company focused most on is typography: Google says Imagen 4 can generate text without any of the usual AI errors you associate with AI image generators. On top of that, the model can incorporate different art styles and design choices, depending on the context of the prompt. You can see that in the image above, which uses a pixelated design for the text to match the 8-bit comic strip look.
You can try the latest Imagen model in the Gemini app, Whisk, Vertex AI, and through Workspace apps like Slides, Vids, and Docs.
AI Mode essentially turns Search into a Gemini chat: It allows you to ask more complicated and multi-step questions. Google then uses a "query fan-out" technique to scan the web for relevant links and generate a complete answer from those results. I haven't dived too deep into this feature, but it does largely work as advertised—I'm just not sure if that's all that much more useful than searching through links myself.
Google has been testing AI Mode since March, but now it's available to everyone in the U.S. If you want to use it, you should see the new AI Mode option on the right side of the search bar on Google's homepage.
Shopping online is so much more convenient than going in-person, in all ways but one: You can't try on any of the clothes ahead of time. Once they arrive, you try them on, and if they don't fit, or you don't like the look, back to the store they go.
Google wants to eliminate (or, at least, greatly cut down on) this from happening. Its new "try it on" feature scans an image you provide of yourself to get an understanding of your body. Then, when you're browsing for new clothes online, you can choose to "try it on," and Google's AI will generate an image of you wearing the article of clothing.
It's an interesting concept, but also a bit creepy. I personally do not want Google analyzing images of myself so that it can more accurately map different types of clothes on me. Personally, I'd rather run the risk of making a return. But if you want to give it a go, you can try the experimental feature in Google Labs today.
Jules is Google's "asynchronous, agentic coding assistant." According to Google, the assistant clones your codebase into a secure Google Cloud virtual machine, so that it can execute tasks like writing tests, building features, generating audio changelogs, fixing bugs, and bumping dependency versions.
The assistant works in the background and doesn't use your code for training, which is a bit refreshing from a company like Google. I'm not a coder, so I can't say for sure whether Jules seems useful. But if you are a coder, you can test it for yourself. As of today, Jules is available as a free public beta for anyone who wants to try it out—though Google says usage limits apply, and that they will charge for different Jules plans once the "platform matures."
If you're a Google Workspace subscriber, this next feature is pretty great. As shown off during the I/O keynote, Google Meet now has live speech translation. Here's how it works: Let's say you're talking to someone on a Google Meet call who speaks Spanish, but you only speak English. You'll hear the other caller speak in Spanish for a moment or two, before an AI voice dubs over them with the translation in English. They'll receive the opposite on their end after you start speaking.
Google is working on adding more languages in the coming weeks.
There's a new subscription in town, though it's not for the faint of heart. Google announced a new "AI Ultra" subscription at I/O yesterday, that costs a whopping $250 per month.
That extraordinary price tag comes with some major AI features: You get access to the highest limits for all of Google's AI models, including Gemini 2.5 Deep Think, Veo 3, and Project Mariner. It also comes with 30TB of cloud storage, and, amusingly, a YouTube Premium subscription.
You really have to be a big believer in AI to drop upwards of $3,000 a year on this subscription. If you have a budding curiosity for AI, perhaps Google's "AI Pro" plan is more your speed—this is the new name for Google's AI Premium subscription, and comes with the same perks, plus now access to Flow (which I'll cover below).
Veo 3 is Google's latest AI video model. Unlike Imagen 4, however, it's only available to AI Ultra subscribers. If you're not comfortable with spending $250 a month on Google's services, you'll have to stick with Veo 2.
Google says Veo 3 is better at real-world physics than Veo 2 and can handle realistic lip-syncing. You can see that in the clip above, which shows an "old sailor" reciting a poem. His lips do indeed match the speech, and the video is crisp with elements of realism. I personally don't think it looks "real," and it still has plenty of tells that it's an AI video, but there's no doubt we are entering some dangerous waters with AI video.
AI Pro subscribers with access to Veo 2 have some new video model capabilities, as well, however. You now have camera controls to dictate how you want shots to look; options for adjusting the aspect ratio of the clip; tools to add or remove objects from a scene; and controls to "outpaint," or to add on to the scene of a clip.
Google didn't just upgrade its AI video model: It also released an AI video editor, called Flow.
Flow lets you generate videos using Veo 2 and Veo 3, but it also lets you cut together those clips on a timeline and control the camera movements of your clips. You can use Imagen to generate an element you want to add to a scene, then ask Veo to generate a clip with that element in it.
I'm sure AI film enthusiasts are going to love this, but I remain skeptical. I could see this being a useful tool for story boarding ideas, but for creating real content? I know I don't want to watch full shows or movies generated by AI. Maybe the odd Instagram video gets a chuckle out of me, but I don't think Reels are Google's end goal here.
Flow is available for both AI Pro and AI Ultra subscribers. If you have AI Pro, you can access Veo 2, but AI Ultra subscribers can choose between Veo 2 and Veo 3.
AI Pro and AI Ultra subscribers now have access to Gemini in Google Chrome, which appears in the toolbar of your browser window. You can ask the assistant to summarize a web page, as well as inquire about elements of that web page. There are plans for agentic features in the future, so Gemini could check out websites for you, but, for now, you're really limited to two functions.
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If you find running intimidating, know that there is another way to get some fresh air while doing a reasonably intense workout. It’s called interval walking training (IWT), or sometimes "Japanese walking" or "3x3 walking." It’s a form of HIIT, but it won’t end in you collapsing on the floor, hating your life. Here’s how to do it.
The original protocol for this exercise, as published here in 2007 by Hiroshi Nose’s team at Shinshu University in Japan, used a lab test to help people determine how fast they should walk during the workout. Since that’s not practical for most of us, a common substitute is to use perceived effort. During the high intensity portions, you walk a strong, fast pace—about as fast as you can without jogging, and without getting too tired. For the low intensity portions, you walk normally.
So here’s the protocol. It’s simple, and it doesn’t require a warmup, so you can just jump right in:
Walk for three minutes at a normal speed.
Walk for three minutes at high intensity (as fast as you reasonably can).
Repeat those two steps for 30 minutes or more.
To time those intervals, you can program any smartwatch to beep at three-minute intervals, or just use your phone. I like the free Intervals Pro app on my iPhone; try Interval Timer on Android.
In the 2007 study, older adults who did this workout four or more times per week, for five months, ended the study with better aerobic fitness and leg strength than when they started. If you’ve ever wondered whether walking counts as exercise, this certainly does.
Interval walking is starting to become more popular. Garmin’s latest lifestyle watch, the Vivoactive 6, comes with walking workouts, which include intervals similar to the ones in the 3x3 workout. You can see examples of Garmin’s walking workouts in my review of the watch here.
Why the love for walking? I see a few forces at work here. First, there’s a lot of over-the-top, go-get-em attitudes in the fitness world, especially on social media. If you’ve been through a few rounds of HIIT hype, you may be sick of trying to push yourself harder and harder (or you were so intimidated by the idea that you never tried.)
The backlash to high intensity fitness can go a bit too far the other way, telling people (often women who have been told to worry about their cortisol) that they don’t need to lift weights or work hard in the gym; they can just go for walks and do some gentle yoga or Pilates. Take that advice seriously enough, and you won’t end up getting much exercise at all.
Interval walking occupies a place in the middle—harder than a hot girl walk or cozy cardio, but easier (and more fun!) than a 12-3-30 treadmill trudge. Interval walking is especially accessible to people who don’t have a gym membership or fitnessy clothes: All you need is a pair of shoes that are comfortable to walk in.
And here’s where I think the real magic of walking comes in: It stops you from overthinking your fitness routine, and lets you just get started. You won’t be tempted to overthink about running shoes or fitness watches—you just get out there and walk.
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Amazon’s Memorial Day Sale is already happening, and plenty of fitness trackers and smartwatches are on sale. This event intersects with some recent Garmin price drops, too, making it a really good time to shop for a new watch. Here are the best deals I’m seeing.
Google’s Pixel Watch 2 is on sale for just $149.99, down from an original price of $249.99. This is the slightly older version, launched in 2023 and replaced two years later by the Pixel Watch 3 (which I reviewed here). The Pixel Watch 2 has most of the same features as the newer model, but only comes in one size (41 mm) and doesn’t have as big or bright a display.
The Suunto Core watch is on sale for $159.99, normally $219.99. It’s built for outdoor adventuring, with an altimeter, barometer, and compass built in, and can alert you when a storm is a-comin'.
The Fenix 8, 47mm size, is on sale for $799.99, normally $999.99. The Fenix is one of Garmin’s most rugged and feature-packed watches, with maps, a flashlight, a titanium bezel, and leakproof buttons.
On the other end of the price spectrum, the Forerunner 165 is on sale for $199.99, normally $249.99. This watch is a budget version of the 265, and a good entry-level option for runners who don’t need a lot of extras. Note that the regular 165 doesn’t come with music storage. If you want to listen to tunes without bringing your phone along, you’ll want to spring for the Forerunner 165 Music, now on sale for $249.99, normally $299.99.
The trusty Forerunner 265 is on sale for $349.99, $100 off its original price of $449.99, although that’s probably less about the Memorial Day sale and more about it being replaced with a new Forerunner 570. That said, the 265 is a truly excellent watch, still my personal favorite in the Forerunner line—although I haven’t reviewed the 570 yet, so that may change (I’m wearing a 265S as I write this).
The Venu 3 and 3S are on sale for $349.99, down from $449.99. (S means smaller size; they’re the same watch otherwise.) This is Garmin’s most smartwatch-y watch, with voice calling and an ECG app. It’s aimed at people who want a lifestyle watch with fitness features, rather than a sports-focused watch. You can think of it as the fancier version of the Vivoactive 6, which isn’t on sale today (regular price is $299.99) but happens to be one of my favorite fitness watches.
The Instinct 3 Solar is on sale for $349.99 in both 45 mm and 50 mm sizes, down from $399.99 when it launched earlier this year. It has a rugged build, outdoor-focused features including an LED flashlight, and solar charging. It also comes in an AMOLED version that’s on sale for $399.99 and a lower-cost Instinct E that is going for $249.99 right now—all $50 off their original prices.
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redbird posting in thisfinecrewnotalwaysright_feed
Coworker: "They’re just jokes! You guys are so serious all the time, come on!"
Management: *Says something.*
Coworker: "How are people actually mad?"
Management: *Says something.*
Coworker: "Oh my gosh. What a bunch of babies."
notalwaysright_feedRead It’s Best To Remain Neutral On The Subject
Customer: "Do you sell alkaline water?"
Me: "Yes, we have alkaline ionised drinking water by [brand]."
Customer: "Oh, good! I need those and lemons. [Celebrity] says she starts her day drinking alkaline water with a zest of lemon, and it starts her day just right."
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Memorial Day sales are in full swing, you can find deals on smart beds, tools, Beats headphones, budget headphones, fitness equipment, and much more. Sony has joined the holiday madness and is offering a buy one, get one free (BOGO) deal when you buy a Bravia 8 II OLED Google TV. Purchase one of these top of the line sets, which start at $3,499.99, and you'll get a X77L LED Google TV, valued at $589.99, free. The deal runs through June 8.
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