Problem: Article: Use a drill to drill a hole in the wall where you'd like your deck to be hung. Then, insert a plastic wall anchor into the hole to ensure that it effectively holds the weight of the deck. Your deck display should come with a screw. Hold the display against the wall and line up the hole at the center with the hole you drilled in the wall. Use a drill or screwdriver to screw the screw into the wall through the hole in the display. Once the display is secured to the wall, twist the 2 bolts that came with the display on each of the posts sticking out from the display. Then, align the 2 screw holes nearest to the end of your deck with the posts and slide it on. Twist the 2 T nuts that came with the display onto either post until they're snug against the deck. This should securely hold the deck in place and keep any part of it from touching the wall.
Summary: Drill a hole in the wall and insert a wall anchor. Secure your deck display to the wall with a screw. Twist the bolts towards the wall and slide your board onto the display. Twist the T nuts onto the display.

Problem: Article: Cook your rice separately in a pot of water. Remember to use a 1:2 rice to water ratio when steaming your rice. When following this recipe, use 1 1/4 cups (250 g) to 2 1/2 cups (591.471 ml) of water. You can also use leftover rice or purchase instant rice if you're in a rush. Simmer your bacon in a pan over medium-high heat for 5 minutes or until it becomes crispy on one side. Once your bacon is crispy, flip it over and continue to cook it for another 3-5 minutes. Once you’re done cooking the bacon, set it aside and chop it into half inch (1.27 cm) pieces. You can also use tempeh bacon or grilled mushrooms as a non-meat alternative to bacon. Clean the bacon grease from your skillet or use a new pan to heat 4 teaspoons of extra-virgin olive oil. Heat the olive oil over medium-high heat for five minutes, or until it lightly smokes. Once your oil is hot, add the onions and other ingredients to the pan. Continue to mix and cook the ingredients on high heat for two minutes. Lower your burner to low-medium heat until they become fragrant and the bell pepper becomes tender. This should take anywhere from 5 to 8 minutes. As your vegetables are cooking, you can start to make the sauce. Stir the ingredients together thoroughly so that they are well incorporated. Make sure to get out any lumps of brown sugar that remain in the mixture. Combine your cooked rice and chopped pineapple your pan of vegetables. Continue to cook everything over medium-high heat for 5-7 minutes or until the ingredients are heated through. You will know this when they begin to steam. Slowly and carefully pour the soy sauce mixture to the pan and stir the ingredients together with a large spoon and reduce the heat to medium. The rice should begin to brown along with the other ingredients. Continue to cook for another 3-5 minutes, reduce the heat to low, and cover the rice. in a separate pan. Add a teaspoon (4.92 mL) of olive oil or melted butter to a skillet or pan. Crack the egg over the pan and cook it. Keep it on the heat for 2-5 minutes, or until it’s cooked to your preferences. If you like a runnier egg, keep it on the heat for less time. Gently poke the yolk to determine if it’s cooked enough. Make sure that all egg whites have cooked before removing your egg from the heat. Take your cooked egg and lay it over the top of your rice. You can also add sriracha, salt, pepper, or red pepper flakes to enhance the taste of your fried rice. When cooking for more than one person, divide the rice up and place a fried egg on each portion of rice.
Summary: Cook your rice. Cook and chop up your bacon. Heat olive oil in a skillet. Add the red onion, green onions, garlic, and bell pepper to the pan. Stir soy sauce, brown sugar, and ginger in a separate bowl. Add rice, pineapple, and bacon to the pan and stir. Stir in the soy sauce and sugar mixture. Fry an egg Top your rice with fried egg and serve.

Problem: Article: To directly address an employee’s absenteeism, set up a meeting between yourself, the employee, and any other relevant individuals (such as another supervisor or human resources representative, if applicable) to discuss the situation.  Be proactive. Schedule a meeting as soon as you notice the problem, or it is brought to your attention. Let the employee know the purpose of the meeting. The point is not to blindside the employee, but to let both sides communicate, determine the facts, and decide on a course of action. Don’t assume that there is an inexcusable reason for the employee’s absences. Instead, offer to set up a meeting so that everyone can be clear with each other and understand the situation. Before deciding how to deal with the absenteeism, let the employee explain if there were any legitimate reasons for missing work. If the absences were due to a misuse of leave time or a violation of workplace policies, let the employee discuss any plans he or she has for improving in the future. You can use the employee’s explanation, if any, when determining what to do about the excessive absenteeism.  As an employer or manager, you can ask an employee to explain absenteeism, and ask for documentation (such as a doctor’s note) if necessary. After hearing from the employee, explain any policies or expectations your workplace has regarding absenteeism. If your workplace has an explicit policy regarding absenteeism, and the employee is in violation of that policy, then you will have to act in accordance with that policy. Otherwise, your decision will be based on the facts or explanation presented by the employee, your management style, and your own sense of judgment. Whatever your decision, make a written statement of it; deliver it to the employee and human resources office (if applicable), and keep a copy for your records. Some options include:  You may issue a formal warning to the employee, explaining that future absenteeism will result in more severe consequences. You may require the employee to have special permission for any future absences. You may decide to remove certain privileges from the employee, such as the opportunity to choose shifts. Termination is a severe consequence, even for excessive absenteeism. If you are thinking of terminating an employee due to excessive absenteeism, make sure it is necessary—for example, the employee has no legitimate explanation for the absences, and/or continues the behavior even after you meet to discuss the problem. In addition, you must make sure that termination is permissible according to any relevant employment contracts, workplace policies, and laws.  If you plan to terminate an employee, consider sending him or her a written notice and explanation beforehand.  Usually, you cannot terminate an employee on grounds of absenteeism if you only expect that the employee will miss excessive amounts of work; instead, there must be an actual record of absenteeism.
Summary:
Set up a meeting. Give the employee a chance to explain. Make a decision and get it in writing. Terminate the employee, if necessary.