Write an article based on this "Look at the bond's face value. Find the bond's "coupon" (interest) rate at the time it was issued. Multiply the bond's face value by the coupon interest rate. Calculate how much each bond payment is. Find the monthly interest."
article: It is typically $1,000 or a multiple of that amount. Remember that the face value is the principal amount to be paid back when the bond reaches maturity. Pretend that in this case, the face value of the bond is $1000. This means you "loaned out" $1000, and expect $1000 back at the bond's maturity. The rate is stated in the bond's paperwork. It may also be called the face, nominal or contractual interest rate.  The coupon rate established when the bond was issued remains unchanged and is used to determine interest payments until the bond reaches maturity. In this case, assume the coupon is 5%. By multiplying the bond's face value by its coupon interest rate, you can figure out what the dollar amount of that interest rate is each year.   For example, if the bond's face value is $1000, and the interest rate is 5%, by multiplying 5% by $1000, you can find out exactly how much money you will receive each year. Remember when multiplying a number by a percent, to convert the number to a decimal. For example, 5% would be 0.05. $1000 multiplied by 0.05 would equal $50. Therefore, your annual interest payment is $50. Interest is typically paid twice a year.   This information is stated when you purchase the bond. If a bond pays interest twice a year, the annual payment would be divided by two. In this case, every six months you can expect $25. If the bond pays monthly, the exact same approach as above would be used, but the $50 would be divided by 12, since there are 12 months in a year.  In this case, $50 divided by 12 is $4.16, which means you would receive $4.16 monthly. You earn the interest only for the days you own the bond. If you buy a bond between interest payments, the market price will include the interest owed to the previous owner for the days he or she held the bond.

Write an article based on this "Gather your materials. Pull apart a cotton square. Mix red lipstick with petroleum jelly."
article: Creating the zippered face makeup look is easy, but you do need some special items to do it. Before you get started, you will need:  Zipper Scissors Liquid latex Makeup sponges Cotton balls, squares, or rounds Red face paint Red eye shadow and/or lipstick Skin safe adhesive Petroleum jelly You can use bits of cotton fluff to help you create texture on your skin. This will give your skin a lumpy, bumpy appearance that will be more realistic than smooth red skin. Pull apart a cotton square, ball, or round and set the cotton pieces aside. You will use them when you apply the liquid latex to your skin. Petroleum jelly mixed with a bit of red lipstick will help you to create a shiny finish on your skin. This will make the red textured makeup appear more realistic, as if the wound is fresh. You can also add in a little black or brown eyeliner or eyeshadow to darken the color.

Write an article based on this "Tell the employee or applicant about the background check. Research your state law. Find accredited Consumer Reporting Agencies (CRAs). Narrow down your list of CRAs. Hire a CRA. Order a report from the CRA. Make a hiring decision."
article:
The Fair Credit Reporting Act (FCRA) requires that employers inform job applicants of their intent to perform a background check. They must also inform applicants that the information obtained will be used to make the employment decision. You must notify the applicant of these facts in writing.  The written notification cannot have any other information on it. It must be on its own page. Also state whether or not you intend to check on the employee’s criminal history throughout their employment. Employees and applicants must be notified that you intend to do future checks. You must get written permission from the employee or applicant. State law may add other limitations on the use of a criminal background check in employment decisions. Accordingly, you need to read up on your state law or seek the counsel of an employment attorney.  The FCRA allows reports to gather information as far back as seven years, however a few states won't allow even criminal records older than seven years to be disclosed in a background check. Some states prohibit the use of criminal records. Hawaii, for example, prohibits any inquiry into criminal history until after the employer has extended a conditional offer. Massachusetts also prohibits employers from even asking about criminal history on an initial job application.  The use of an applicant’s credit history may also be limited or prohibited. In Illinois, for example, an employer may not use information about credit history in a hiring decision, unless the applicant has applied for a job in a limited set of industries (such as banking or insurance). The Fair Credit Report Act limits who can legally access a person’s consumer report.  Only someone with a valid reason may access a person’s credit reports. A CRA collects information and background reports by culling the information from a variety of databases, some of which it pays to gain access to.  To find CRAs, visit the National Association of Professional Background Screeners website. This organization accredits agencies who pledge to abide by a published code of conduct. Visit this portal. You can search for firms by entering a company name, state, or zip code. From the list of results, you can click through to each company’s website. Each company's website provides additional information about the services it offers. Once you identified CRAs in your city or state, you should research further to see which are legitimate. If you want, you could pick a member of the NAPBS, which should be legitimate. But if you decide to try a non-accredited company, call up (or email) and ask the following:  Can they provide you with references or a copy of their business license? Do they have controls in place that mandate compliance with FCRA regulations? Does the company have insurance? If the company’s answer is “No” to any of these questions, look elsewhere, regardless of how good of a deal the company is offering. Once you hire an agency, you initiate the process by certifying that you have followed the appropriate procedures. For instance, you must certify that you complied with FCRA regulations by obtaining the applicant’s signature after informing him or her that you intended to perform a background check. Furthermore, you must certify that you will not break any discrimination laws based on information contained in the person’s consumer report. A consumer report will contain information about criminal records and employment/credit history. Under federal law, CRAs generally will not reveal civil lawsuits, civil judgments, arrests, accounts out for collection, or paid tax liens if they happened more than seven years ago. Furthermore, the report will not contain information about bankruptcies more than 10 years’ old. However, if you need to go back more than 10 years, you can request that the history is included in your report. Of course, state law limits what you can request. State law may not allow you to request information older than seven years. If a consumer report contains information that dissuades you from hiring a person, you must inform the applicant of this fact. You must notify the applicant so that he or she can challenge the information, if necessary. To discharge your duties, you must:  Inform the person that there is negative information in the report. Give the applicant the name of the CRA that you used. Supply the applicant with a copy of the “Summary of Your Rights under FCRA.” (You should have received this from the CRA you hired). Provide the applicant with an opportunity to rebut the information in the report. This rebuttal can be in the form of a letter outlining why the background check is wrong.