AP - It's no longer a question of recession or not. Now it's how deep and how long. Workers' pink slips stacked ever higher in March as jittery employers slashed 80,000 jobs, the most in five years, and the national unemployment rate climbed to 5.1 percent. Job losses are nearing the staggering level of a quarter-million this year in just three months.

FTSE 100 gets fillip in renewed optimism in banking stocks (AFP)

AFP - The leading share index rallied to close near a session high on Wednesday with banking stocks posting strong gains as investors voiced optimism that the worst of the sub-prime write-downs could be over.

Sometimes former employees try to file a improper termination suit against their employer. But, I've decided to give you another chance on the account of your long service with the firm. Disciplining Gross misconduct of Workforce. It's best for your Personnel department to keep the documentation because the dimissing supervisor may leave the firm, and the records may become lost. Saying or writing the wrong thing can easily lead to a bias legal action or a unlawful dismissal lawsuit.

If a jobholder contract is not in place, then there may be no legal restrictions for separating personnel, but each individual state commonly decides this. Just thinking of sacking that person and placing an extra load on her or him can be bothersome, even if you know the employee should be laid off. If you are a small business owner and don't have such policies, now is the time to create them. For previous incidents, you informally counseled and coached the bad worker on how to upgrade. Keep the following question in mind when performing a layoff, "How would I like the firm to treat me if I were the one being fired? He may be the kind of person who lives to aggravate others. A second type of worker misbehavior is foul or abusive language which a supervisor can't tolerate in the workplace. A good sample separation memorandum for attitude should include several basic features. Although the Americans with Disabilities Act states you cannot terminate an employee on the account of their disability, it says nothing about them being a difficult employee. Document this discussion and have the worker sign paperwork proving you addressed the matter and that he or she is aware of the outcomes.