c o n t e n t s · c o n t e n t s 1 c o n t e n t s introduction.....2 about this program.....2...

Legal and Effective Progressive Discipline Leader’s Guide

C o n t e n t s

1

C O N T E N T SIntroduction.............................................................................................2

About This Program..................................................................2Training Materials......................................................................3Preparation .................................................................................3

Invite Participants.........................................................3Establish Training Objectives......................................3Determine the Audience..............................................4

Agenda ........................................................................................5Sample Invitation.......................................................................6Presentation Tips........................................................................7

Training Session Overview ..................................................................8Giving the Pre-Test....................................................................8Presentation Outline..................................................................8Discussion Topics.......................................................................9

Exercises .................................................................................................11Exercise 1: Time: 40 minutes

Exercise 2: Time: 20 minutesExercise 3: Time: 20 minutes

Pre-Test ...................................................................................................14

Session Summary .................................................................................16

Post-Test .................................................................................................17

Evaluation Form ...................................................................................19

Overheads..............................................................................................20(Overhead pages have been created to be copied to transparency sheets)

#1. Objectives

#2. The Six Steps of Progressive Discipline#3. Initial Oral Counseling with The Employee#4. Issue an Oral Warning#5A. Issue a Written Warning#5B. Issue a Written Warning

#6. Place Employee on Suspension#7. Issue Final Warning#8. Termination of Employment#9. Common Examples of Gross Misconduct

#10. Company Policy

Notes .......................................................................................................31

Copyright © 1998 Coastal Training Technologies Corp.

Copyright © 1998 Coastal Training Technologies Corp.Leader’s Guide Legal and Effective Progressive Discipline

I n t ro d u c t i o n

2

I N T R O D U C T I O NABOUT THIS PROGRAMThis Legal and Effective Progressive Discipline program provides youwith tools to teach employees about the six steps involved in theprogressive discipline system. It is designed to teach managers aseries of legal and effective steps for disciplining employees.Through dramatic portrayals of situations involving employeeswith performance and behavioral problems, the participant will beable to experience the progressive discipline process in action. Eachstep will be explained in detail and incorporated into the threeexercises provided in this guide. Employees will leave with theknowledge and ability to administer progressive discipline moreeffectively.

This program is designed to help managers navigate through theprogressive discipline process, from the initial verbal counselingsession through termination, when necessary, of the employmentrelationship.

All employees within the organization will benefit from attendinga Legal and Effective Progressive Discipline Training Program.Managers will learn how to administer a systematic, fairprogressive discipline process to give employees adequateopportunities to correct problems and succeed on the job.

This Leader’s Guide is designed to help you conduct a thoroughtraining session on the progressive discipline process. It permitsyou to use this program in many different ways, giving you theflexibility to determine which training format is best for yourorganization’s specific needs. The video is approximately 20minutes long and can be stopped easily for discussion of importantpoints if you wish.

The overhead information in this Leader’s Guide will assist you inthe presentation of this material. The overhead information may betransferred to a transparency sheet or a flipchart.

Illustrated employee handbooks are also available for use with thisprogram. These handbooks may be given to participants as ahelpful note-taking and reference tool.

We recommend that you tailor the program to your organization’sneeds by including specific information unique to your employees’working conditions. The specifics of how you teach the class are upto you.

Copyright © 1998 Coastal Training Technologies Corp.Legal and Effective Progressive Discipline Leader’s Guide


3

TRAINING MAT E R I A L SYou will need:❏ A training room located away from major distractions or

interruptions❏ A comfortable arrangement of chairs and tables, preferably in a

circular pattern, with an opening for the TV monitor and othervisual aids (Be certain all participants can see the viewing screenand each other)

❏ Adequate lighting that can be adjusted while viewing the video❏ A location, possibly including a podium and/or flipchart, from

which the trainer/speaker can lead discussions ❏ The training video Legal and Effective Progressive Discipline❏ TV/VCR with remote❏ Copies of the class agenda (see page 5)❏ Paper and pencil for each participant❏ A flip chart or dry-erase chalkboard and appropriate markers❏ An overhead projector, transparencies and transparency markers❏ Other useful visual aids❏ Copies of the Post-Test and Evaluation (see pages 17-19).

P R E PA R AT I O NPreparation is the key to effective training. There are several thingsyou need to do prior to the session:

Invite ParticipantsSend out letters or memos to participants or post a notice twoweeks in advance of the training date. (Sample included on page6.) State location, date, time and meeting agenda. Administer thePre-Test in advance (see page 14).

Establish Training ObjectivesDefine the training objectives of this presentation. Trainingobjectives should coincide with your organization’s policy forprogressive discipline and reflect the content of the video. Someexamples of training objectives are:

• Explain the benefits of progressive discipline to the employees

• Discuss the six steps of the progressive discipline process

• Illustrate two-way communication with employees

• Explain why the progressive discipline process must alwaysbe documented



4

• Talk about gross misconduct

• Reveal methods for correcting employee performance orbehavioral problems.

Determine the training objectives in advance so that you canidentify the approach to take for the training session. It is alsoimportant to decide what level of proficiency is expected fromparticipants upon completion of the training.

Determine the AudienceAnother aspect to consider in planning this training session is theaudience. Tailor your presentation to the experience or skills ofyour participants. The focus of your discussion and the depth ofcontent presented may vary, depending on whether you areproviding an orientation for new employees or a refresher coursefor experienced employees.

The group size should range from 10 to 20 people. Most of theexercises in this program require that the group break into twosmaller groups in order to increase participation. When the groupis too large, individual attention may be lost.



5

2-HOUR SESSION AGENDAINTRODUCTION 15 MINUTES

VIDEO & DISCUSSION 40 MINUTES

EXERCISE 1 40 MINUTES

SESSION SUMMARY 25 MINUTES

3-HOUR SESSION AGENDAINTRODUCTION 15 MINUTES

VIDEO & DISCUSSION 40 MINUTES


BREAK 20 MINUTES



SESSION SUMMARY 25 MINUTES



6

SAMPLE OF INVITATION MEMODate: November 3, 1999To: All Managers and SupervisorsFrom: Sue Wilcox, Human Resources ManagerRe: Legal and Effective Progressive Discipline Training Session

What’s the secret to helping employees improve their performanceand behavior? We have a great session planned that will show youhow to increase communication with your employees whilehelping them set goals for improvement. We will cover theprogressive discipline process, a series of six steps that enable youto document, communicate and correct employee problems beforethey escalate. It promises to be one of the most powerful andeffective tools you’ll ever use as a manager.

Please plan to be at the training session on November 17, 1999, at2:00 p.m. We will be meeting in the main conference room for a three-hour session. If you are unable to attend, please contact me at731-8788 as soon as possible.

Goals of the training session are:• To define the six steps of the progressive discipline process

• To understand employee’s rights regarding wrongfultermination

• To understand the manager’s role in correcting employeebehavioral or performance problems

• To understand what constitutes gross misconduct

• To understand when to include the Human ResourcesManager in the progressive discipline process.

Agenda:• Introduction 2:00 - 2:15

• Video 2:15 - 2:55

• Exercise 1 2:55 - 3:35

• Break 3:35 - 3:55

• Exercise 2 3:55 - 4:15

• Exercise 3 4:15 - 4:35

• Session Summary 4:35 - 5:00

We look forward to seeing you on November 17, 1999.



7

P R E S E N TATION TIPSOvercoming anxietyThe best way to overcome anxiety about speaking before a group isto be prepared. Although it’s natural to feel nervous, your sweatypalms will disappear once you focus on what you are saying.Concentrate on what you want people to understand and yourpresentation will flow naturally.

Choosing your vocabularyDon’t lose your audience by using overly complex words orphrases. It’s best to use the same comfortable language that youwould use when speaking to participants one-on-one.

Getting rid of the “umms”One of the most annoying mistakes a speaker makes is saying“umm” every time there is a break between thoughts. Remainsilent while you think about what you’re going to say next. Thesilence will seem longer to you than it will to the audience. If youremember this, you’ll feel less pressure to fill the silence. You cancontrol your “umms” by jotting down notes before-hand of thepoints you want to cover. If you want to include personalanecdotes or examples, write down a few notes to trigger yourmemory.

Controlling the speed and tone of your voiceYou’ll put your audience to sleep if you speak too slowly, and theywon’t be able to keep up with the content if you speak too quickly.Approximately 150 words per minute is the best speed. If speakingtoo slowly doesn’t put your audience to sleep, using a monotonoustone will surely do it. Vary your tone often, especially whenmaking an important point. Adding emotion to your presentationwill keep your audience involved. Again, speak to your audienceas if you’re having a conversation with each person.

Sticking to the scheduleBegin class on time and restart the session promptly at the end ofthe break. Explain that, except for emergencies, messages will betaken for participants during the sessions and will be distributed tothem at the start of each break.

Asking for questionsAsk for questions throughout the session. Be prepared to answerall types of questions, but don’t be worried if you don’t know theanswer. Simply say, “I’m not sure of the answer, but I’ll find outand get back to you.” Then, after class, make sure you do find theanswer and give it to the person who asked the question.


Training Session Overv i e w

8

TRAINING SESSIONO V E RV I E WGIVING THE PRE-TESTIt is recommended that you send the Pre-Test with the Invitationbefore the training session. That way, you’ll have an opportunitybefore the session begins to review participants’ answers and getan idea of what they already know. Otherwise, administer the Pre-Test at the start of the session so you can review participants’responses during the break.

P R E S E N TATION OUTLINEOpen the session. Welcome the participants and introduceyourself to the group. Give a brief explanation of the purpose ofthe session and quickly review the agenda.

Have participants introduce themselves and state the departmentor area in which they work. You may want to use an “ice breaker”to get the class warmed up for group discussion and to get to knoweach other. However, be sensitive to people who may be shy ornervous in front of groups.

Distribute and review copies of the training objectives for thissession. (An example of objectives is provided in thehandout/overhead on page 20.) Be sure the participantsunderstand what you expect them to learn and what skills theyneed to display as a result of this training. Knowing what isexpected in advance better prepares the employees and helps themto participate successfully. Training objectives for this program are:

• Explain the benefits of progressive discipline to theemployees

• Discuss the six steps of the progressive discipline process


• Explain why the progressive discipline process must alwaysbe documented


• Reveal methods for correcting employee performance orbehavioral problems.



9

Start the video. It’s a good idea to adjust the volume of yourmonitor before the training session begins. Doing so avoidsstartling participants if the sound is too loud, or frustrating themwith missed information because the sound is too low.

Pause the video, as appropriate, to emphasize a point or discuss apractical application in your organization. You may want topractice pausing the video in order to freeze images on the screenthat have a significant meaning. Or, you may choose to wait untilthe end of the video for discussion.

DISCUSSION TOPICSIf you choose to view the entire video first, follow the video with a20-minute discussion. Discuss the following highlights and scenesfrom the video. Talk about the scenes that depict each step andhow these progressive discipline steps can be applied by managerswhen counseling employees.

The Six Basic Steps of Progressive Discipline. Use Overhead #2 (on page 21) as a guideline.

• Counsel with the employee• Issue an oral warning• Issue a written warning• Place employee on suspension• Issue a Final Written Warning• Terminate the Employee

Oral Counseling SessionUsing Overhead #3 (on page 22) as a guide, lead a discussion onhow to conduct an initial oral counseling session.

Oral WarningUsing Overhead #4 (on page 23) as a guide, lead a discussion onthe steps to take in issuing an oral warning.

Written WarningUsing Overheads #5A & #5B (on pages 24 and 25) as a guide, lead adiscussion on the steps to take in issuing a written warning.

Placing the Employee on SuspensionUsing Overhead #6 (on page 26) as a guide, discuss yourcompany’s policy on suspension.

Issuing the Final Written WarningUsing Overhead #7 (on page 27) as a guide, lead a discussion onhow to conduct a final written warning.



10

Terminating the EmployeeUsing Overhead #8 (on page 28) as a guide, discuss yourcompany’s policy on how to proceed with a termination.

Gross MisconductUsing Overhead #9 (on page 29) as a guide, identify examples ofgross misconduct. Discuss your company’s policy on dealing withsuch behavior.

Company PolicyUsing Overhead #10 (on page 30) as a guide, discuss yourcompany’s policy on conduct. Review dress codes, behavior andother rules specific to your company.

ExercisesThree exercises are provided on pages 11 to 13 for use after thediscussion. Refer to the agenda to determine which exercises youhave scheduled in your training session. Make sure you stick tothe time schedule for each exercise to avoid running out of time atthe end of the training session.


E x e rc i s e s

11

EXERCISE 1TIME: 40 MINUTESM AT E R I A L S : 2 NOTEPADS AND PENS

■ Play the roles in the scenario provided below to increase familiarity with the first step of theProgressive Discipline process. Review the basic steps of the Initial Oral Counseling Session:

• Be friendly and informal• Provide dates, times and specific examples of problem• Work together to find a solution• Plan a time to evaluate the employee’s progress• Document your meeting.

■ Explain the scenario to the group:

Laura is an entry-level employee in the Marketing department. When Robert hired her six monthsago, Laura seemed very capable and eager to learn. At first, Laura performed as Robert anticipated,but within the past 30 days, Laura’s enthusiasm has waned and she has made numerous carelessmistakes on several important marketing reports. Robert decides to determine the reason for Laura’sdeclining job performance.

■ Break into two groups to discuss the problem. Have group #1 discuss Laura’s role andgroup #2 Robert’s role.

■ Have one person from each group sit in front of the class and role play the meeting betweenLaura and Robert. Follow the steps for the initial oral counseling session.

■ If time permits, take turns role-playing the scene.


E x e rc i s e s

12

EXERCISE 2T I M E : 20 MINUTESM ATERIALS: F L I P C H A RT AND MARKER

■ Read the following continuation of the scenario used in Exercise 1:

Robert continues to have concerns about Laura’s job performance. He calls Laura in for anothermeeting. Laura is surprised at Robert’s concern because she feels she has improved her performancemeasurably. She responds to Robert with extreme anger.

■ Divide the training participants into four groups. Have two participants from each grouprole play the continuation of Laura and Robert’s situation. Take turns as time permits. Allow10 to 15 minutes for this part.

■ Bring the groups together and discuss the methods they used for diffusing Laura’s anger.

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

Copyright © 1998 Coastal Training Technologies Corp.

E x e rc i s e s

13

EXERCISE 3T I M E : 20 MINUTESM AT E R I A L S : 2 NOTEPADS, PENS, FLIPCHART AND MARKERS

■ Ask the group to discuss the difficulties they’ve encountered in counseling employees. Use a flipchart to record the group’s answers.

Record the responses:

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

Legal and Effective Progressive Discipline Leader’s Guide


P re - Te s t

14

P R E - T E S TPlease read each question carefully and write your answer in thespace provided below each question. The information you providewill help us determine what areas of the training program shouldbe covered in more detail.

Questions:

1. What is progressive discipline?

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________

2. What are some basic guidelines for counseling employees?

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________

3. List alternatives to termination as a means of dealing withproblem employees.

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________


P re - Te s t

15

4. List examples of gross misconduct.

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________

5. List the information that should be documented on problememployees.

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________


Session Summary

16

SESSION SUMMARYSummarize.One summarizing technique is to review the course objectives withthe class. Another technique is to ask each class participant tohighlight what was learned from the training session. Ask theparticipants if they have any final questions.

The benefits of progressive discipline are: • Each step of the Progressive Discipline process provides the

employee with an opportunity to correct the problem andmaintain his or her good standing with the company.

• It prevents unnecessary termination. When you follow theProgressive Discipline process, you give the employee severalopportunities to correct performance or behavioral problems.

• It protects the company against litigation. Document allmeeting dates as well as what was discussed, the employee’sspecific agreements or goals for improvement, and futureevaluation dates.

• It develops of two-way communication with employees. By defining goals, listening and providing encouragement,you help the employee improve his or her behavior orperformance.

• It recommends having a witness present during the last threesteps to discourage the employee from making false claims. A witness can also sign the written warning letter or form ifthe employee refuses to sign.

Administer the Post-TestDistribute copies of the Post-Test (located on page 17) to eachparticipant. You may want to customize the Post-Test to fit yourindividual or organizational objectives. The Post-Test is anexcellent tool for determining how much each participant learnedfrom the training session. Compare the results to the Pre-Test andreview the different answers.

EvaluateDistribute the evaluation form (located on page 19) to participantswhen they have finished answering the questions on the Post-Test.When each participant returns the evaluation to you, thank him orher for attending the training session.


P o s t - Te s t

17

P O S T- T E S TPlease read each question carefully and write your answer in thespace provided below each question.

Questions:

1. Why is it important to follow each of the Progressive Disciplinesteps in order?

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________

2. Why is documentation such a key element in the ProgressiveDiscipline process?

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________

3. One goal of Progressive Discipline is to provide the employeeample opportunities to improve. What is the other?

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________


P o s t - Te s t

18

4. List the examples of gross misconduct and the ProgressiveDiscipline steps you must follow when dealing with thisbehavior.

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________

5. What is involved in the written warning step?

___________________________________________________________

___________________________________________________________

___________________________________________________________

___________________________________________________________


Evaluation Form

19

E VA L U ATION FORMPlease circle your rating for each statement. Ratings: 1=NA, 2= Needs Improvement, 3=Satisfactory, 4=Very Good, 5=Excellent

S U B J E C T:The material was informative: 1 2 3 4 5

The information was interesting: 1 2 3 4 5

The material was easy to understand: 1 2 3 4 5

TRAINING PROGRAM:The exercises as a learning tool were: 1 2 3 4 5

The use of the video as a learning tool was: 1 2 3 4 5

The program provided real-life examples: 1 2 3 4 5

T R A I N E R :Trainer’s presentation of information: 1 2 3 4 5

Trainer’s level of knowledge: 1 2 3 4 5

Trainer’s ability to facilitate discussion: 1 2 3 4 5

ADDITIONAL COMMENTS:___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________


O v e rh e a d s

20

O b j e c t i v e s

• Explain the benefits of progressive discipline to the employees

• Discuss the six steps of the progressivediscipline process


• Explain why the progressive disciplineprocess must always be documented


• Reveal methods for correcting employeeperformance or behavioral problems

O v e rhead #1Permission to copy is granted to

purchasers of Coastal’s Legal and Effective Progressive Discipline Leader’s Guide


O v e rh e a d s

21

The Six Steps ofP ro g ressive Discipline

• Counsel with the employee

• Issue an oral warning

• Issue a written warning

• Place the employee on suspension

• Issue a Final Written W a r n i n g /Last Chance Agreement

• Terminate the employee




O v e rh e a d s

22

Initial Oral CounselingWith The Employee

• Be friendly and informal — don’t meet while you’re angry or upset

• Provide dates, times and specific examples of the problem

• Work together to find a solution

• Plan a time to evaluate the employee’sp r o g r e s s

• Document your meeting




O v e rh e a d s

23

Issue An Oral Wa rn i n g

• Recap your initial counseling session

• Clearly state your complaint with specificdates, times and examples of the problem

• Explain the steps of progressive discipline

• Give specific expectations of improvement

• State consequences and the next steps of progressive discipline should performance or behavior not improve

• Schedule a time to evaluate the employee’sp r o g r e s s

• Document your meeting




O v e rh e a d s

24

Issue a Written Wa rn i n g

The written warning serves several functions:

• Provides clear documentation of the specificnature of the complaint(s) against thee m p l o y e e

• Clearly defines behavior and/or performancegoals to be met by the employee

• Stipulates a time frame for these improvements to be made

• Provides the employee with an opportunity to convey an explanation in writing.

O v e rhead #5APermission to copy is granted to



O v e rh e a d s

25

(continued)

O v e rhead #5BPermission to copy is granted to



O v e rh e a d s

26

Issue a Written Wa rn i n g

To issue the written warning:

• Prepare a detailed written description of theproblem, including specific times and dates

• Recap previous meetings

• Explain the complaint to the employee

• Point out specific performance goals

• Have the employee sign and date thew a r n i n g

• Schedule a time to evaluate progress

• Explain the next step of progressivediscipline if the problem or behavior is noti m p r o v e d

• Document the meeting.O v e rhead #6Permission to copy is granted to purchasers of Coastal’s Legal and Effective

Progressive Discipline Leader’s Guide


O v e rh e a d s

27

Place Employee on Suspension

To place an employee on suspension:

• Consult with the Human ResourcesM a n a g e r

• Refer to documentation of all steps taken to date

• Issue the employee a Written Notice of Suspension

• Recap previous meetings with the employee

•Explain severity, duration and consequencesof the suspension

• Have the employee sign and date thesuspension notice

• Set a time and date to meet the employee upon this or her return

• Include the form in the employee’s file.O v e rhead #7Permission to copy is granted to



O v e rh e a d s

28




O v e rh e a d s

29

Issue Final Wr i t t e nWa rn i n g

In meeting with the employee, be sure to:

• Recap the documentation of all complaintsand progressive discipline steps taken tod a t e

• Specify exactly what is expected of theemployee to retain employment

• Explain that this is the last step beforet e r m i n a t i o n

• Have the employee sign and date the Final Written W a r n i n g

• Include the form in the employee’s file.




O v e rh e a d s

30

Te rmination ofE m p l o y m e n t

To proceed with a termination:• Consult with the Human Resources

D e p a r t m e n t• Be prepared to discuss final pay and

b e n e f i t s• Meet with the employee and

the Human Resources Manager• Explain that the employee was given

every chance to succeed• Point out the series of progressive discipline

steps used• Terminate the employee according

to company policy• Document the termination meeting

and place the documentation in thee m p l o y e e ’s file.




N o t e s

31

N O T E S_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _


N o t e s

32

N O T E S_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

c o n t e n t s · c o n t e n t s 1 c o n t e n t s introduction.....2 about this program.....2...

Documents