The employee handbook should outline the values and expectations you would like to see in your employees. You should discuss how you would like employees to behave and communicate in the workplace. You should also note a contact person that employees can speak to if they have any questions or clarifications. You should also maintain a positive and encouraging attitude in your discussion of employee expectations. This will keep your employees engaged in the handbook and make it feel accessible to them. For example, you may note, "We expect our employees to adhere to a high standard of professional conduct and integrity. As an employee, you should be respectful and courteous to the feelings and needs of others. Individuals who act inappropriately or unprofessionally may be subject to disciplinary action." If your workplace has a specific dress code, you should include it in the employee handbook. Make sure you are clear about the requirements for the dress code and specify the company's expectations for how employees should appear in the workplace. For example, if your company has an office setting, you may have a business casual dress code. You may note that all employees are required to adhere to a business casual dress code and appear well groomed. Give visual example of acceptable clothing and grooming, since ideas may vary between social groups and generations. Include specific regulations about beards, visible tattoos, and head apparel that might be religious. If your employees are often in the field working on construction sites, for example, you may require your employees to wear safety gear or clothing at all times. You should outline these requirements in the handbook so employees are aware of how they should appear every day in the field. By law, many states require companies to have a clearly stated equal employment and non-discrimination policy in their employee handbook. You must clearly state that your company prohibits discrimination in the workplace. You should also make sure you discuss the Americans with Disabilities Act (ADA), which specifies anti-discrimination against people with disabilities. You can find out more about the ADA on the Americans with Disabilities website. Your company should also have an anti-harassment policy that clearly states that no harassment under any circumstances is tolerated in the workplace. Often you are required by federal or state law to have these policies in place for your employees. You should have a process in place for filing a harassment complaint so employees know how to file a complaint and who to talk to about the issue. You may have a Human Resources representative who is responsible for addressing any harassment complaints in the workplace. You should also make sure your employee handbook includes a policy on how to use company computers and software appropriately in the office and off-premise. This is especially important if the majority of the employee work is done on company computers. Make sure you outline how employees can secure their electronic information and protect any passwords or company information on their computers. You should also note any safety measures you have in place to protect the privacy of your employees online and your business's information. You should also have guidelines around appropriate use of the computer and what sites employees can and cannot access. You should make sure employees are clear on what sites the company network can be used to access and note the importance of keeping company information private when communicating through email. Note any security steps that might be viewed as an intrusion of employee's privacy, explaining why they are necessary for company security. You should also include details about how your employees are going to be reviewed on their performance in the workplace. You may put a performance review metric in the handbook or include general guidelines on how and when performance reviews will happen for your employees. For example, you may note that employees receive yearly reviews and that positive reviews usually lead to a salary increase or a bonus. You may also discuss disciplinary action that may occur if the employee does not receive a positive performance review, such as a probationary period for the employee, followed by a second performance review or termination. In particular, note any conduct that might result in immediate dismissal, such as drug and alcohol use, theft, harassment, violence, or other serious offenses.
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One-sentence summary -- Mention the company's general expectations for employees. Discuss the dress code in the workplace. Include an equal employment and non-discrimination policy. Have an anti-harassment and complaint policy. Include a policy on digital conduct and use. Discuss the performance review process for employees.

Q: This is a free program designed to compile all your resources into one executable file. You can download launch4j from http://sourceforge.net/projects/launch4j/files/launch4j-3/3.1.0-beta1/. Make sure the filename has ".exe" at the end of it! . This is optional, and if left blank, your OS will revert to its default executable file icon. This ensures that the users have a sufficient version of Java to use your program. This can be changed by you, but 1.4.0 is a safe version. The .xml file is standard, don't worry about it. Your executable file will now be created!
A: Download launch4j. In the first text field, type or select via browsing the location you want your executable file to be stored. In the second text field, type or select via browsing the .jar file previously exported from Eclipse. In the fourth text field labelled "Icon:", type or select via browsing the ".ico" file we previously converted Under the "JRE" tab at the top, select the "Min JRE version" and type in "1.4.0". Click the gear button called "Build wrapper" at the top of the screen. Give the .xml file an appropriate name and click "Save".

Article: The most classic look available is a matte red lip. Matte lipsticks are the longest lasting and won't feather over time, making them ideal for a long day at work or a night out at a concert. For a more modern red look, try a glossy red lipstick. Unlike the sparkly red glosses of our pre-teen days, glossy reds are now made to add a sophisticated touch to your lips. Wear a glossy red lipstick as a stand-alone color, or layer it over a matte shade for extra long wear. Lip stains are an up-and-coming in the world of makeup; they are a liquid lipstick/gloss hybrid that stains your lips with a matte finish for over 12 hours. On the downside, they can be difficult to remove. Consider a lip stain as an ultra-long wear alternative to a traditional lipstick. If you're not quite ready to take the plunge into a full-on lipstick, test the waters by using a red tinted moisturizer. These hued balms have enough color to add the traditional rouge to your lips, but are easy to remove and slightly translucent. They tend to have a slightly glossy finish.
Question: What is a summary of what this article is about?
Consider a matte red. Try a glossy red. Look into a stain. Try a red tinted moisturizer.

Article: Your hands should be roughly evenly spaced -- if the ball was a clock, your right hand would be at 3:00 and your left at 9:00. It can help to shift them back a bit, too, so your thumbs are almost touching in the back of the ball. This helps you get a bit more leverage on the throw. Throw-ins only occur when the whole ball completely passes over one of the touchlines. The restart occurs at the point it exited the field of play . The rules for throws are not super difficult, but you should be mindful of them with every throw. Even the pros sometimes make a mistake, but it is no less embarrassing when you do it in a game. A legal throw-in must have all of the following elements: You are facing the field of play Both of your feet must be on or behind the touch line. As long as part of each foot is on some part of the 5 inch touchline or behind it and touching the ground at the moment the ball is thrown, the foot position is legal. You use two hands The ball comes from behind and over your head. You cannot score directly off a throw-in.
Question: What is a summary of what this article is about?
Pick up the ball with both hands, one on each side of the ball. Review the rules to ensure perfect, legal throw-ins.