Article: While the best option is to close off any areas that the starlings may build nests before they happen, you may discover nests and decide to remove them. Check on your state’s laws about disturbing birds’ nests, particularly those with eggs in them.  While the starlings are usually an unprotected species, other birds are protected.  Be sure you know it is a starling nest before disturbing it. Remember that you will need to have a plan for what to do with the birds after you trap them.  You will need to either release them a significant distance from the trap site or euthanize them humanely.  Consider hiring a professional pest control expert to help eliminate the trapped birds. There is a pesticide that targets starlings, but it can only be used by a licensed professional.  Call a pest control company to inquire about pesticides. This approach should probably be used after other tactics since it involves using a poisonous substance on your property. Be sure to check the hunting/shooting ordinances for your city and state.  Often, shooting just a few birds with a shotgun will make the remaining population decide to find a safer environment.  The noise of the gun may also frighten the birds away.  This may be considered an extreme measure and should be used as a last resort. This method is likely not a safe or legal option in urban areas.
Question: What is a summary of what this article is about?
Remove nests. Trap the birds. Hire a professional to use pesticides. Shoot the birds.
Article: Knowing your total debt payments per month is important.  But creditors like to look at the ratio of your total debt service to your total income in order to evaluate your creditworthiness.  This is called the debt service coverage ratio (DSCR).  The debt service coverage ratio (DSCR) measures the percentage of net income used for debt service coverage.  It is calculated by dividing the total net income by the total debt service, using the equation DSCR = total net income / total debt service.  Creditors look at this information to assess a debtor’s ability to pay current or new loans.  They want to be sure that the borrower has enough operating income to cover current debt plus enough left over to service new loans.    The higher the ratio, the more capable the company is of paying its debt obligations on time. Use this formula: net income / total debt service.  For example, suppose a rental company generates a net income of $500,000 and has a debt service of $440,000.  The debt service represents the total annual mortgage payments on the properties the company owns.  The DSCR is calculated with the equation $500,000 / $440,000 = 1.14. The rental company generates 14 percent more income than they need to service their debts. The minimum DSCR a lender may demand varies depending on the performance of the economy.  Lenders may overlook lower DSCRs when the economy is growing.   However, such lack of scrutiny leaves lenders at risk for large numbers of borrowers defaulting on loans for which they shouldn’t have qualified.  If the DSCR is greater than 1, then the company or individual has enough cash to service the debt. If the DSCR is less than 1, then there is not sufficient cash to service the debt.  For example, a DSCR of .87 means that the individual or business only has enough cash to pay 87 percent of the interest and principal on debt for that year.  The borrower would have to draw from savings or borrow more to service the debt. Some creditors may require debtors to keep their DSCR above a minimum threshold while the loan is outstanding. Most creditors will require a ratio of 2 or more before granting any new debt.
Question: What is a summary of what this article is about?
Learn about the debt service coverage ratio. Calculate the debt service coverage ratio (DSCR). Analyze the DSCR.
Article: This may be clearly outlined in your company policy, or you may have to determine it based on comparisons of other employees in similar working positions. Keep in mind that if your employee is covered by one of the laws discussed in Part 1, you may have to adjust accordingly. If the absent employee has demonstrated that he missed work because of a recurrent health problem, a disability, a death in the family, or jury duty, and particularly, and if he has provided documentation, such as a doctor's note or note from the court, then the employee has a legitimate reason.  In this case, it is unlikely that you will need to take any disciplinary action. However, you can ask the employer to provide notice of when and how often he or she will need to take off work if, for example, the absences are related to a health problem. While it is not appropriate to ask for information or details about any diagnosis, it is fair to ask for documentation from the doctor so that you can plan around the needs of the employee.  Be aware that what constitutes a legitimate excuse may be different in different situations. Take each reason on a case-by-case basis. If your employee has an explanation that you believe, and evidence to back it up, then give them the benefit of the doubt. You don't want your employee to feel as though he is distrusted and constantly needs to defend himself, as this can result in stress and dissatisfaction for the employee. If your employee does not have good explanations or evidence for his absence, continue with steps to address the issue. Take some time to review the employee's performance and attendance history. If the employee has been with the company for several years and has been a stellar employee in terms of performance and attendance, then a new pattern of absence likely has a legitimate reason, or could indicate that the employee is no longer happy in his job.
Question: What is a summary of what this article is about?
Determine whether or not an employee has a pattern of absenteeism. Find out whether the absences were legitimate. Review past attendance records.