Q: Start your response with a basic introduction, such as, “Dear Jacob.” If the person is a colleague or professional contact, you can try a more formal greeting by using their title, like “Dear Mrs. Hardy,” or “Dear Professor Thomas.” Depending on the circumstances, you might want to use a formal or casual tone. “I accept your apology,” or "Thank you for your apology" are appropriate formal responses for business dealings. If the apology comes from a friend or family member, you can be more informal in your response. Try, “I hear what you are saying," “Thanks,” or “It’s okay.”  If you’re not ready to move forward, acknowledge their apology by stating: “I appreciate your apology, but I am unable to accept it at this time.” No matter how you choose to respond, make sure it’s a true reflection of your feelings. You don’t want to get caught up in crafting a response that isn’t actually genuine. Don’t leave the person guessing. In addition to acknowledging their apology, let them know why you were offended or upset. Be honest and clear in your writing. Explain how the situation felt for you and why it impacted you the way that it did. For example, you can write:  “I am glad you apologized. It really hurt my feelings when you made a joke at my expense.” “It’s okay. I wish you hadn’t done this at all, but I'm ready to move past it.” “I hear that you regret what you did. I’m trying to move past this but it has really impacted how I feel about our relationship. I will need more time to think about things.” Sometimes the problem really is someone else’s fault, but it may be that both parties involved made some missteps. Reflect on whether this applies to your situation and take responsibility where it makes sense. For example:  You can write: “It was really unfair when you said that about me, but I should not have responded by returning the insult.” Alternatively, try: “It was your responsibility to make sure things went smoothly that day, but I realize now that I should have made sure you had more help.” Make it clear if you want to end the relationship with them. Or, let them know you are ready to move past the incident in question. If it is a business relationship, you may need to let the person know you will no longer be working with them. If it is a more personal relationship, you should let them know if and when you would like to see them or talk to them again. For example:  For example, you can try: “I am ready to put this behind us and move forward. Why don’t we get together this weekend?” Another approach is to write: “While I accept your apology, this incident has made me re-evaluate our business arrangement and I will not be renewing your contract at the end of this month.” If you are telling someone that you are unable to accept their apology or continue your relationship with them, sign off with a closing that is not too familiar. Try using “Sincerely,” or “Regards,” in this case. For a more positive closing, consider, “Best wishes,” or “Warm regards.” To limit misunderstandings should the email or letter get lost, ask the recipient or the mail service to confirm receipt.
A: Open your letter with a standard greeting. Acknowledge the apology in the opening sentence. State how you feel about the situation in the body of your letter. Acknowledge your contribution to the problem if appropriate. Close the body of the letter with a clear plan for the future of your relationship. End your letter with a closing that matches the tone of your response. Mail or email the apology acceptance letter.

Article: Your policies will only be effective if they are explained in clear terms in an employee handbook or guide. This guide should be easily accessible to all employees and define what your policies are and what will be done in the event that they are not followed. For any monitoring policy you have, like internet or phone monitoring, you may want to also explain the thought process that led to your policies. Explaining why you are doing so may help to reduce employee mistrust caused by monitoring their activities. Set clear policies on timekeeping, billable hours (if applicable), personal phone calls, and personal internet use at work. Encourage employees to take off-the-clock breaks where appropriate. If any type of monitoring is taking place beyond standard checking-in on progress, such as if you are using phone or internet monitoring, you should inform your employees directly. Hold a meeting or send out a mass email to explain changes in monitoring policy and explain exactly when and how information will be recorded, saved, and deleted.  In some states, like Connecticut and Delaware, you are legally required to inform your employees of any internet monitoring. Even if you are not required to inform your employees about monitoring, there may be backlash if you don't tell them and they find out on their own. When an employee fails to follow your policies, make sure that the stated disciplinary action for that infraction is taken. Make sure to apply policies equally to all employees. Be clear about your intentions. Document the disciplinary action and have the employee sign disciplinary plans. If you fail to properly follow these guidelines, employees will come to believe that your carefully-set policies will not really be enforced. Don't check in too often or institute overly-limiting internet policies. A nosy boss can decrease morale and make employees feel nervous. Focus on results, rather than on process. If an employee is producing good work and works well in a team, don't harp too much on the details.  Give your upper-level staff more freedom. While it might be appropriate to give a temp or administrative assistant who has little investment in your business a computer that faces an open space you can monitor, upper-level staff will expect trust. Freedom to do work their own way will likely make upper-level staff more productive, not less.
Question: What is a summary of what this article is about?
Create a written explanation of your policies. Make sure employees are aware of these policies. Follow disciplinary guidelines exactly. Keep your policies within reason.

Q: Expect wet cast iron to start to rust pretty quickly. If you used any water to wash it out, wipe it dry immediately. To really ensure that all moisture has been removed, heat it in the oven or on the stovetop until all traces of water have evaporated. This is only necessary for water, not cooking oil. Cooking oil will actually act as a barrier to water. Give your Dutch oven a quick reseasoning. Wipe it down with a light application of more cooking oil. Then wipe up any excess with fresh paper towels. Set the Dutch oven on a burner, set the heat to high, and let it heat up until it starts to smoke a little bit. It should only take a couple minutes to start smoking at high heat. Always store your Dutch oven and its lid separately. Allow air to circulate inside it when it’s not in use. For double protection, stuff a few sheets of paper towels inside so they absorb any moisture that might accumulate during humid weather.
A:
Dry it immediately. Oil it back up and reheat it. Prevent moisture from building up during storage.