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The fourth from the end has a dot, which means that it ends with «.» (..) instead of a dot (.) as the last character. If you want to replace the second last, just precede the dot with a backslash \\. The code
File.WriteAllText(«fileName», sFile, System.Text.Encoding.UTF8)

will do the job.
Alternatively, you can use the overload of String.Replace that takes 3 parameters, and a regular expression to match the substring in question.
String.Replace(«fileName», @»[.]», String.Empty);

and reputation of the company, and (2) there was reasonable care to prevent the conduct from occurring.
Appellees’ Br. at 7.
We agree with Appellees. Appellees’ evidence was that the Construction Association’s rules and regulations prohibited employees from operating a construction company and required it to purchase annual insurance from Appellant. Moreover, the association’s purpose was to «provide a forum for the discussion of construction industry issues and activities.»
Indiana Code § 8-1-10-1 et seq. provides a cause of action against an employer for the negligent hiring of an employee. This cause of action was recognized in Daugherty v. Plummer, 533 N.E.2d 582 (Ind.Ct.App.1989) (per curiam), trans. denied. In that case, the employer appealed an adverse judgment against it in a negligence action brought by a former employee of an employer of a third party. We held that the employer’s negligent retention of the employee was a legal cause of the third party’s injury, noting that it is «well settled that one may be held vicariously liable for the wrongful acts of an employee.» Id. at 583. We distinguished a criminal conviction of the employee that, in part, was based on the employer’s negligent retention of the employee from the present case:
An employer is not normally responsible for the conduct of an employee unless he is at fault in failing to exercise ordinary care in the selection, retention, and training of his employees. A negligent hiring is a new legal cause of damage for which a person may be held responsible when there has been a negligent selection, retention, or training of an employee.
*549 Id. (citation omitted). We concluded that the jury «could have reasonably determined that [the employer] https://arabmusk.com/wp-content/uploads/2022/06/Red_October_Removal_Tool.pdf

 

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