Article: For this type of taping you'll want to obtain adhesive, non-stretch (rigid) sports tape that is about 38mm wide. When this type of tape is used, it is suggested that a hypoallergenic underlay tape also be used. This underlay tape helps to prevent skin irritation from the sports tape. In order to avoid pain later, you may want to consider having the hair off your wrist area and the back of your hand. Do this at least 12 hours before you apply the tape. The reason rigid tape is being used is to prevent movement of the wrist while the tape is on. Wash and dry your hand and wrist before you apply the tape. The first piece of tape needs to go all the way around your wrist, like a bracelet. The second piece of tape should go around the palm and back of your hand, just above your thumb. Apply well, but not very tight. You do not want to cut off any circulation with these tape pieces. Simply estimate the length of tape required for each anchor section, as it's okay if the ends overlap each other. First, position your wrist in a neutral position. Then place two pieces of tape across your hand and wrist such that the final result looks like an X on the back of your hand. One piece should run from the general area of your thumb down to the outside portion of your wrist. The second piece should go from just below your pinky finger to the inside portion of your wrist. To put your wrist in a neutral position hold your hand straight out from your arm and then tilt it about 30 degrees upwards (as your palm is facing down). Don't leave the rigid tape on your hand and wrist for longer than 48 hours, but definitely remove it earlier if it is cutting off circulation or if it is causing you pain. You can use blunt-nosed tape scissors to help cut off the pieces of tape, or you can pull it off from the ends. Pull the tape off in the opposite direction of how it was put on. It may also help to pull your skin slightly in the opposite direction of where the tape is being pulled.
Question: What is a summary of what this article is about?
Find the right type of tape. Apply the anchor pieces of tape. Put the 'dorsal crosses' of tape on your wrist. Remove the tape after a maximum of 48 hours.

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.

INPUT ARTICLE: Article: Slowly, but firmly, squeeze the fruit from the lower end. Each tiny greenish sac will contain a cucumber-like seed, and they should come to the cut surface of the fruit easily with a little pressure. Like a pomegranate, the seeds are perfectly edible, but are somewhat bland. What you're after is the sweet green flesh around the seed. You can take one at a time into your mouth and separate the seed before spitting it out, or take a whole mouthful and chew it up. If you don't like the seeds, try pinching the sac of fruit gently with your front teeth. Suck the sac of fruit through your top and bottom teeth, pinching enough to hold the seed on the outside of your teeth, yet still allowing the fruit to pass through. You can also scoop out the seeds into a bowl and eat them with a spoon if you prefer. Its easier to break the little green kernels that way, but can be somewhat easier if you don't want to bury your face in the fruit.

SUMMARY: Hold one half of the fruit up to your mouth. Eat them. Consider scooping out the fruit.

If you rush into the splits, you may hurt yourself. You must stretch before you do the splits even if you have done the splits a hundred times. Stretching your muscles will help you to ease into the splits more carefully. Do each stretch a few times repeatedly, so to increase flexibility in those stretches. If you want to follow a specific program, try physiotherapist Lisa Howell's flexibility program called The Front Splits Fast.
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One-sentence summary --
Stretch before you do the splits. Do a 10 to 20 minute warm-up, stretching each of your muscles.