AP - Nike Inc. has sued Wal-Mart Stores Inc., alleging the giant retailer is selling shoes that infringe on Nike's patented designs.

Converting Cold Prospects into Buyers
Do you have prospects that seem to give you the run-around? They expressed interest in your product or service when you first contacted them but now they don't return your calls, reply to your emails or seem interested in making a buying decision. Here are five suggestions that may turn that cold potato into a hot one.
At the time of hiring, you must give every worker a copy of this handbook. *** The proprietor or supervisor just fires a problem worker without following the proper methods. What is the best way to affect the company's culture by changing its workers? Ask questions about both supervisor-worker communication and employee-employee communication. *Incompetence or failure to respond to training. As other personnel see the problem worker "getting away" with being disobedient, they become more inclined to behave in that manner as well. If your risk level is too high, you must compile enough evidence before separating. If the jobholder takes the package straight away, then you must celebrate. If this isn't the worker's first warning, then you need to state on the warning form, what warning it is and what the proper action will be if they continue to cause difficulties at the business. If you don't layoff some people today, you'll bankrupt your small business and no one at the business will have a job.

Step 2 in How to separate Someone: Keep the worker Informed. It could be the employee has a grievance or maybe doesn't understand the task. Besides lowering your legal risk, the fired employee's viewpoint will be the most honest you'll hear. As a supervisor or sole proprietor, you should never separate a worker based on verbal feedback. In fact, the at will worker may claim that you discriminated against him or her. If you can, transfer the insubordinate individual to her hiring boss.