The process involved a brush rapidly spinning to buff away scarred skin, removing darkness while leveling the skin for smoothness. It's not an invasive procedure and it is a quick fix to removing light surface scars. The procedure exfoliates the scarred skin by blasting tiny crystals at it. Then, as the brush moves across it scrapes off the scar to reveal new skin underneath. It's very much like dermabrasion, except that it is tougher, removing a thicker layer of skin to ensure scars and other bodily marks are gone for good. Microdermabrasion can also be done at home through kits sold at drugstores or grocery stores. These usually contain a brush and cream you can manually use to scrub scars (and other blemishes) away. For scars that have thickened over time and may be too difficult to sand off or lighten with creams, you can simply cover it with un-scarred skin. By using an instrument that pulses laser light directly on to the scar, a dermatologist or surgeon performs this to break down scar tissue. Once its broken down it is naturally re-absorbed in to the body. The benefit of laser treatments is that it is ideal for almost all skin types; the intensity of the pulses are adjusted to patients' specific skin tones.

Summary: Erase a scar with dermabrasion. Replace a scar with new skin underneath with microdermabrasion. Graft skin from elsewhere on the body over top a scar. Laser away scars to guarantee their riddance.

This is the minimum amount you can charge per ticket to break even. You may like to run your first gig as non profit, to get people in your area interested in local gigs. If you want to make a profit, add on about 20% to this figure, but always have a round ticket price. It must be divisible by either 2 or 5. For example 11 is not OK but 12 or 10 is fine. If they don't print tickets, sell tickets on the door; there will be no paper and/or forged tickets involved this way. Use a hand stamp on people as they arrive. Get an original stamp, but remember, unless it's hand made someone else could have one. So get an original colour ink pad to use, and change the colour and stamp for every gig you run.

Summary: Add together all your costs so far to get your budget. Divide this by the number of tickets you have available for sale, not including ones you plan to give away for free. Get the venue to print your tickets, unless you're experienced in running gigs; it is probably included in their fee anyway. Try to avoid assigning seats unless the venue absolutely insists, first come, first served is much more appealing to a young crowd, and it will make sure everyone gets there on time for the first act.

Try to think of ways to explain the situation compassionately. Imagine possible responses to being laid off and strive to find good answers or replies to different reactions. Be honest and respectful. Think about preparing a script to follow and memorizing the key points you want to make. Once you know it's unavoidable, plan the time and place for your meetings with employees. It's better for everyone to get it over quickly. Even though it's going to be uncomfortable, you have to tell each employee to their face that they are being laid off. This way you can have a conversation, listen to each other, and try to find ways that you can help the employee move forward. "Jan, I am so sorry, but I'm going to have to let you go. You've been a great employee, but we're going to be closing the department you work in because of budget problems." "No one wants to hear this, but we're going to have to lay you off. We can only operate with a skeleton staff going forward, and this means that we are going to eliminate your position." "This is really hard, but I'm going to have to let you go. You've worked so hard for us, and I've seen how much you've grown. I know that wherever you find your next job is going to be so lucky." You need to be empathetic in dealing with your employees, who will almost certainly be very upset by the news. Make sure to detail the fine work they have done for you and how much you have valued it. Think about preparing the following: Tissues and water Times when the employee can come and clean out his or her desk when other employees are not there. (If they want a chance to say goodbye to coworkers, figure out a time for that as well). If you have the capability, you could also offer to connect the employee with career advising and placement assistance, but not all companies are able to do so. Refer the employee to the Human Resources department (or whoever is in charge of the layoff details) if they have further questions about filing for unemployment or finding a new position. Based on your employee handbook and their contracts, different employees might be entitled to different amounts and benefits. Familiarize yourself with each contract so that you can be sure of the details. Go over the package with the employee to make sure he or she understands it completely. If you are asking them to sign a waiver, give them some time to think about it. If you offer severance, they have to sign a waiver saying that they will not come back to the company at a later date and sue, demanding more money. You might even want your lawyer with you as you conduct the layoffs. Workers are protected by both federal and state law. Determine if your business and layoff plan fall under the WARN Act or the Older Workers' Benefit Protection Act (OWBPA) at the websites cited below. Make sure that you are not giving your employees cause to sue you at a later date. Discrimination is one of the main causes laid off employees sue -- gender, race, and disability laws cover these situations.
Summary: Practice what you will say to the employee beforehand. Perform the layoff as soon as possible. Make an appointment and do the layoff in person. Be ready for strong emotions. Tell the employee you will provide a good reference. Detail their severance package. Stay in contact with your attorney.