In one sentence, describe what the following article is about: "    " This has now saved your new fonts.
Summary: Select the "Control Panel" from the "Start" menu. Click on "Appearances and Themes. Click on the "See Also" tab on the task panel; then click on the "Fonts" icon. Select the "Install New Fonts" option in the "File" menu of the "Fonts" area; from the "Drives" list, select the drive in which you would like to download the fonts to. Double click the folder that contains the fonts in which you would like to download. Select your desired font from the "Fonts" list and click "OK.

The employee handbook should outline the values and expectations you would like to see in your employees. You should discuss how you would like employees to behave and communicate in the workplace. You should also note a contact person that employees can speak to if they have any questions or clarifications.  You should also maintain a positive and encouraging attitude in your discussion of employee expectations. This will keep your employees engaged in the handbook and make it feel accessible to them. For example, you may note, “We expect our employees to adhere to a high standard of professional conduct and integrity. As an employee, you should be respectful and courteous to the feelings and needs of others. Individuals who act inappropriately or unprofessionally may be subject to disciplinary action.” If your workplace has a specific dress code, you should include it in the employee handbook. Make sure you are clear about the requirements for the dress code and specify the company's expectations for how employees should appear in the workplace.  For example, if your company has an office setting, you may have a business casual dress code. You may note that all employees are required to adhere to a business casual dress code and appear well groomed. Give visual example of acceptable clothing and grooming, since ideas may vary between social groups and generations. Include specific regulations about beards, visible tattoos, and head apparel that might be religious. If your employees are often in the field working on construction sites, for example, you may require your employees to wear safety gear or clothing at all times. You should outline these requirements in the handbook so employees are aware of how they should appear every day in the field. By law, many states require companies to have a clearly stated equal employment and non-discrimination policy in their employee handbook. You must clearly state that your company prohibits discrimination in the workplace. You should also make sure you discuss the Americans with Disabilities Act (ADA), which specifies anti-discrimination against people with disabilities. You can find out more about the ADA on the Americans with Disabilities website. Your company should also have an anti-harassment policy that clearly states that no harassment under any circumstances is tolerated in the workplace. Often you are required by federal or state law to have these policies in place for your employees. You should have a process in place for filing a harassment complaint so employees know how to file a complaint and who to talk to about the issue. You may have a Human Resources representative who is responsible for addressing any harassment complaints in the workplace. You should also make sure your employee handbook includes a policy on how to use company computers and software appropriately in the office and off-premise. This is especially important if the majority of the employee work is done on company computers.  Make sure you outline how employees can secure their electronic information and protect any passwords or company information on their computers. You should also note any safety measures you have in place to protect the privacy of your employees online and your business's information. You should also have guidelines around appropriate use of the computer and what sites employees can and cannot access. You should make sure employees are clear on what sites the company network can be used to access and note the importance of keeping company information private when communicating through email. Note any security steps that might be viewed as an intrusion of employee's privacy, explaining why they are necessary for company security. You should also include details about how your employees are going to be reviewed on their performance in the workplace. You may put a performance review metric in the handbook or include general guidelines on how and when performance reviews will happen for your employees.  For example, you may note that employees receive yearly reviews and that positive reviews usually lead to a salary increase or a bonus. You may also discuss disciplinary action that may occur if the employee does not receive a positive performance review, such as a probationary period for the employee, followed by a second performance review or termination. In particular, note any conduct that might result in immediate dismissal, such as drug and alcohol use, theft, harassment, violence, or other serious offenses.
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One-sentence summary -- Mention the company's general expectations for employees. Discuss the dress code in the workplace. Include an equal employment and non-discrimination policy. Have an anti-harassment and complaint policy. Include a policy on digital conduct and use. Discuss the performance review process for employees.

Problem: Article: You dog acts in a specific way because of an expected reward - whether it be food, play, or attention. When a dog behaves badly, think about what it gets out of it in terms of a reward and then make sure the reward does not happen. Unfortunately, to the canine mind attention is a huge addictive reward — which means shouting at your dog or telling him off is only rewarding the bad behavior. Any action can have three possible outcomes: a pleasant one, an uncertain one, or an unpleasant one.  What matters is the dog's response to those outcomes. Each outcome evokes a different response. The pleasant outcome, means the behavior is likely to be repeated An indifferent outcome, means the dog may or may not repeat the behavior An unpleasant outcome means the dog is less likely to repeat the behavior. Now when you realize that shouting or chastisement is a reward, it puts a whole different complexion on reacting to bad behavior — you are making the problem worse not better. Dogs live in the moment. If your dog chews up your favorite shoe and you don’t punish him immediately, your dog won’t learn his lesson. If your mother comes home later, discovers the destroyed shoe, and slaps the dog, he will link the punishment to the owner who came home and for no reason slapped him. Thus he becomes wary of the owner. The dog learns nothing about the inherent evils of shoe chewing. Punishment isn’t clear for dogs oftentimes. If you catch the dog in the act of chewing a shoe, and tell him off immediately, once again he might simply link the punishment to the owner rather than to the inanimate object he’s destroyed. Remember that your dog is a creature of habit. Determine if your dog is boredom or anxious. Boredom and a surplus of energy can turn a normally well-behaved dog into a delinquent. Make sure he has plenty of regular exercise and plenty of opportunity to express physical energy chasing and running. This leaves him happily content when he gets back home and less likely to get up to mischief. If your dog is destructive when you're out, consider that he might be anxious or bored in your absence. Try giving him a toy that will consume his attention for 20 to 30 minutes — such as a Kong stuffed with dog food. In hot weather, stuff the Kong and pop it in the freezer overnight, so that he gets a cooling dog-food ice pop to keep his mind occupied whilst your out. The chances are if he gets over the initial half an hour without noticing you're gone then he's more likely to settle down for a nap afterwards.
Summary:
Understand that your dog learns by trial and error. Understand that your dog makes direct connections. Think about your dog's routine.