>> I think the meeting went well. It's always a very difficult type of meeting to have. But I think the key is you want the employee to know what the issues are and to have a clear description of what, you know, what the issues are and also how to correct them. I'm hoping Davy sees that the issues are real not just that somebody is out there picking on him or making an example out of him and that he will make a conscious effort, you know, starting right now to stop the Internet usage and also to change the way he interacts with other departments and with his team. If you allow policies to be flexible, people don't know where the line is drawn. So, they don't know if they've crossed it or if they've, you know, violated a policy or not. My philosophy for dealing with motivational issues is two-fold. First, you want to identify to make it clear to the person that they have the issue. And second, you want to, you know, give them some guidance on how to change it and then, you know, support that they need to change it. I think the most motivating issue for many people is compensation and prestige. I think they go hand in hand. A title is very important to a lot of people as well as the compensation that they feel goes with it. Without those two items people really would be very happy to settle into one spot and stay in one position for their whole career. I think being challenged is a common element. And that goes hand in hand to strive towards, you know, the higher positions in a firm. Nobody wants to do the same thing over and over day after day, but the way to get beyond that is to do your job to the best you can and also to reach out and try to get involved in other things that allow your chance to grow. I think Internet usage is a tremendous issue for companies. We've actually been given some studies on it, and it seems people are on the Internet one to two hours a day every day at work. When you look at that across a whole company and multiply it by the weeks and the months, it's thousands of hours of lost productivity. The fact is, people are going to look for a certain amount of downtime no matter what. But it is something you have to be aware of and monitor. I think the most effective way of curtailing Internet usage is to, one, block certain sites that would be, you know, commonly abused be it video websites or personal emails. Things like that. And the second is to set up monitoring on it and to be direct and honest with the people that you're monitoring it and raise the issues immediately when you go beyond the, you know, specified amount of usage. If Davy's usage of the Internet doesn't change, the next step would be to follow company policy and to give him his second warning and review with the HR department if it's an issue that is worthy of termination. I think the fact is very clear that we have a policy and we have to follow it.