Problem: Article: Don't be afraid of the text taking up a large section of the flyer; it will be more visible when people are passing by if it's big. Just make sure the flyer is still readable. Avoid using fonts like Times New Roman or Comic Sans. A few good fonts you could try are Century Gothic, Rockwell, or Verdana. This will make the text stand out so people are more likely to see it. Typeface that matches the background will blend in and be hard to read. For example, if the background of the flyer is black, use a white typeface. Make the text containing the most important information - like the name of the event - the largest, and the rest of the text smaller. People's eyes will be drawn to the larger text first, so they'll immediately know what you're advertising. Avoid making the font larger than 100 pt. (unless the flyer will be larger than average). Use four or less font sizes for the flyer so it's easy to read. Text effects will make the flyer more interesting to people passing by. Give your text shadow or dimension, or make it gradient instead of all one color. Make the most important text bold, like the date or location of the event, so it stands out.
Summary: Use bold, large typefaces. Make the typeface a color that contrasts with the background of the flyer. Use different size fonts. Add interesting effects to your text.

Problem: Article: Know what you will say and get to it swiftly. By waiting to get to the point or stumbling over your words, you are just torturing the employee and yourself. Try something like, "Mark, I've called you in here because of your consistent failure to meet benchmarks set for your position." Not, "So, Mark, how's the family? Peggy is due any day now, right? Gosh, she's a sweetheart." At the very least, Mark's going to think you're a real jerk when you follow that with "You're fired." You've stated your case, and the reason for termination. You've given the employee ample time to correct any failings, and that hasn't happened. The employee knows what's coming, so take aim early and tell them the truth without going into detailsthat all should have been covered in performance discussions leading up to the firing. You don't need to delineate your reasonsif they need reiteration, they can be stated in a letter. The less you say, the better. "I know we've discussed the same issues a number of times. Despite repeated warnings and counseling, you really haven't made sufficient improvements." However if the employee asks for a reason, give them one. Unemployment insurance applications often ask the reason for the termination. Just spit it out. Don't allow the employee to turn it into a discussion or argument. "Because of this, I'm sorry, but I'm going to have to let you go." Make sure you describe, preferably verbally and in writing, any steps they must take, such as returning company equipment or clearing out their workspace. Explain the severance package you are offering, if any. If necessary, remind them of any legally binding agreements the employee has signed, such as an agreement not to disclose company secrets. If you are asking them to sign any legal papers, allow them a few days to take the documents home and review them. Let your employee know if you will contest their unemployment claim. If you are firing the employee due to misbehavior, excessive absence, or performance failures, it may be within your rights to contest the employee's upcoming claim for unemployment insurance, as such claims effect your company's tax bill. However winning such battles isn't always easy, and depriving an employee of needed unemployment benefits can turn what might be a genial separation into an angry legal waror worse. Either way, let your employee know if you plan to contest their claim or not. Usually the employee you just fired is not a terrible person, just not suited to the job. If you feel the employee worked in good faith, but simply lacked the skills necessary for the job or the right temperament for your company, you may offer to give them a recommendation regarding their reliability, their attitude, their teamwork, whatever parts of the job they were successful with. Thank them for the work they performed well, and wish them good luck on their future endeavors. Even if it is clear you did your due diligence, the employee you are firing may get upset. If they turn violent, call security, other employees or the police to help remove them. If they are simply insulting or lashing out emotional, do your best not to respond. You might not deserve it, but it may be what their need to get through the situation. Even if you liked the employee as a person, keep a professional distance at this point. It will help the former employee to know that it wasn't personal, just business. Yes, it's hard to fire somebody, especially somebody who needs the job. Just remember that you are responsible for your employees, and if they are failing, so will you.
Summary: Tell the employee the purpose of the meeting within 30 seconds of them entering the room. Don't allow it to go on. Fire. Concisely explain any details of the separation. Offer to help. Be prepared for anger. Keep it professional. Don't take it personally yourself.

Problem: Article: These treatments are highly targeted and will not hurt or damage skin tissues unaffected by problematic laugh lines. Under this category of procedures fall radio frequency, laser light, and ultrasound treatments. The idea is to deliberately damage areas of your skin where laugh lines are showing through which, in turn, causes your skin to regenerate new skin and resurface a new replacement layer. It may take several sessions before visible improvements start to show depending on the depth of your nasolabial fold. Fillers that introduce external sources of synthetically formed materials, such as hyaluronic acid or collagen fillers, are injected into strategic points of your skin to fill in, plump, and lift nasolabial folds. Depending on the presentation of your laugh line, there is a specific filler material and technique appropriate to correct it. Throughout the procedure, the needle is pointed at very specific angles to help erase the unwanted folds. A clinical study of the procedure showed that 75 percent and more than 80 percent of patients were satisfied with the results one month and six months, respectively, after undergoing the procedure. The best advantage, therefore, is that skin experts have had plenty of experience administering it and, because this treatment has been around for a relatively long period of time now, the results are predictable and guaranteed. This procedure involves sloughing off your skin surface using an abrasive object to stimulate faster skin regeneration and turnover. Don't DIY chemical peels as there is a high risk of permanently damaging your skin when use is miscalculated or, if chemicals, most especially the strong kinds like trichloroacetic acid, are mishandled. This procedure involves a surgical facelift that rearranges the fats or adds more of these underneath your skin, relieving you of crepey skin. Make sure to educate yourself about alternative treatments and the possibilities each of these offer to resolve your issues about your nasolabial folds. More importantly, you must carefully weigh out the benefits against the risks that you are taking.
Summary:
Skin tightening treatment. Filler injection. Subcision.This treatment involves the insertion of a needle just underneath the surface of your skin. Dermabrasion.This has become one of the go-to procedures for keeping skin youthful looking in general. Chemical peel.Depending on the depth of your nasolabial folds, the improvements that you desire, and your tolerance to the burning sensation of chemicals, your skin care specialist will help you determine the appropriate chemical agent, possibly a combination of chemicals, to use to fade your laugh lines. Plastic Surgery.Generally recommended as a last resort treatment for smoothing out deep laugh lines, surgery should be carefully selected.