Article: If you tend to sleep on your back, slide a pillow under your knees to alleviate any lower back tension or pain. It will put less pressure on your lower back. Use a thin pillow and slide it under your knees once you lay down on your back for extra comfort. You can also slide a rolled up blanket or towel under your knees if you do not have a spare pillow. Sometimes, sleeping on your back can lead to lower back pain or soreness in the morning. To support your lower back while you sleep, place a rolled up towel under your lower back before you go to sleep. The rolled up towel should slide right under the slight dip in your lower back when you lay down on your back in bed. You can also try sliding a thin flat pillow under your lower back, though this often raises your lower back too high off the bed. The idea is to keep your spine aligned and your back slightly raised, but not raised above your head or chest. Sleeping on your back can cause you to snore or make your snoring worse, as it can make it difficult for you to breathe properly while you sleep. If you tend to snore, you may want to try sleeping on your side instead. Sleeping on your side can help to reduce your snoring or make it less severe. If you find it difficult to remain sleeping on your side because you are used to sleeping on your back, try using tennis balls to prevent you from rolling onto your back. Roll the tennis balls in a t-shirt and place them along your back when you are sleeping on your side. This way, if you do start to roll over, the tennis balls will remind you to stay on your side. Sleeping on your back while you are pregnant can decrease blood flow to your baby, lower your blood pressure, give you a backache, promote hemorrhoids, and even make breathing difficult. Sleep on your side (preferably the left side) if you are pregnant.
Question: What is a summary of what this article is about?
Slide a pillow under your knees. Place a rolled up towel under your lower back. Avoid this position if you snore. Don't sleep on your back if you are pregnant.
Article: If you develop sudden toe pain from some type of trauma and it doesn't fade away after a few days, then schedule an appointment with your family physician or go to the emergency room of your local hospital or an urgent care clinic that has X-ray services if symptoms are severe. Your doctor will examine your toe and foot, ask questions about how you injured it, and maybe even take X-rays in order to determine the extent of the injury and type of fracture. However, your family doctor is not a musculoskeletal specialist, so you may need a referral to another doctor with more specialized training for serious problems with your toe. The most common symptoms of a broken toe include intense pain, swelling, stiffness and usually bruising due to some internal bleeding. Walking is difficult, and running or jumping nearly impossible without excruciating pain. Other types of healthcare professionals who could help diagnose and/or treat broken toes include osteopaths, podiatrists, chiropractors and physiotherapists, as well as emergency room or urgent care physicians. Small hairline (stress) fractures, bone chips and contusions are not considered serious medical conditions, but severely crushed toes or displaced compound fractures often require surgical intervention, especially if the big toe is involved. Medical specialists such as an orthopedist (bone and joint specialist) or physiatrist (muscle and bone specialist) can better assess the seriousness of your fracture and recommend appropriate treatment. Broken toes can sometimes be related to diseases and conditions that affect and weaken bone, such as bone cancer, bone infections, osteoporosis or complications related to diabetes, so the medical specialists need to consider these when examining your toe. X-rays, bone scans, MRI, CT scan and ultrasound are modalities that specialists may use to help diagnose your broken toe. Broken toes are usually the result of dropping something heavy on the foot or "stubbing" a toe against something hard and immovable. Make sure you get the doctor to clearly explain the diagnosis (including the type of fracture) and provide you with various treatment options for your injury, as simple stress fractures can usually be treated at home. In contrast, a mangled, bent, or deformed toe is usually a sign of a more serious fracture and best left to trained professionals. The smallest toe (5th) and the biggest (1st) are fractured more often than the other toes. Joint dislocations can cause crooked toes also and look similar to fractures, but physical examination and X-rays will distinguish between the two conditions.
Question: What is a summary of what this article is about?
Schedule an appointment with your doctor. See a specialist. Understand the type of fracture and most appropriate treatments.
Article: This step is no different than the verbal warning. Any time an employee's performance or behavior becomes problematic, it's imperative that you personally review the facts and assess the situation. Keep an open mind, and be willing to try and see things from your employee's perspective. Consider who is at fault, and what the circumstances are. The written warning must be composed calmly and without anger or resentment. The goal of your correspondence is similar to the goal of a verbal warning: to communicate what is not working, and suggest ways to correct the problem. Make it clear in your correspondence what specific behavior or which aspects of your employee's performance are problematic, and why. Cite the specific company policies or laws that are being broken by that behavior. Refer to any previous verbal warnings or conversations about behavior/performance you've had with the employee. Give detailed instructions on what the employee needs to do in order to correct these problems, and offer suggestions on how the employee can meet those prescribed goals. For example, if an employee continues to have a bad sales record, reiterate the company's instructions on how to complete a sale. Offer remedial training on making sales calls so that the employee learns how to change his sales strategy to be more effective. Consider whether or not to inform the employee of what the next step in the disciplinary chain would be. This could be a good motivating factor, if the employee has not taken your warnings seriously, but it may also come across as intimidating or threatening. It's best to tread carefully in this regard, and ultimately the choice is up to you. Whether you've typed and printed a physical letter or sent the correspondence by email, you will of course need to deliver that written warning to the employee. Do so in a manner that is discreet and professional, and be sure that no one else in the office is aware of what you are doing. Protect the employee's privacy and reputation by ensuring that he is the only person who sees and knows about the letter. Offer to meet with the employee to discuss the contents of the letter, and make it known that you are available to speak if he has any concerns or is unclear about any aspect of the letter. You should also allow him to state his side of the issue, if he has a defense he'd like to offer you. It's important that you maintain a record of any and all correspondences with employees. Any time you discipline an employee at any stage of the progressive disciplinary actions, write down a record of what was said and when, and keep any copies of letters you give to or receive from the employee. Have the employee sign a copy of the letter to acknowledge that he received the written warning and understands the accusations against him.
Question: What is a summary of what this article is about?
Investigate the incident. Compose your correspondence. Deliver the letter. File a copy of the letter.