AFP - Federal Reserve chairman Ben Bernanke, in a cautious outlook for the US economy, said Thursday he sees "sluggish" activity into early 2008 as mortgage and credit problems deepen.

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FT.com - News that Rio Tinto had rejected a bid approach from Australian rival BHP Billiton (NYSE:BHP) reversed early losses on the FTSE on Thursday. More
In doing so, you won't surprise the employee with his lay off. By using a condescending tone with an employee, a human resource individual or small company owner runs the risk of alienating the employee and doing more damage than good. This clearly tells the worker that if their productivity does not significantly improve within 30 days, they will face dismissal. A warning e-mail before the discipline meeting or no meeting at all could make you look insensitive and unfair. Separating Workforce and Increasing Your Performance. Also, it is important the employee was sacked for no fault of their own, so if the jobholder was dismissed due to a rehabilitative reason it may keep them from receiving unemployment. If you don't know how to use progressive discipline or how to write a proper lay off notice, you need a copy of my book, "Employee termination guidebook." You can get it at my website:

Her legal defender tells you the "real" reason you dismissed her is because the firm expected her to sleep with the CEO or the VP of manufacturing to keep her job. But, you must start the program and be ready to terminate if the worker doesn't increase, which is probably. If the employee is harassing other employees, for example, a court can find you guilty of failing to discipline the employee for his or her actions. For example, if the jobholder is on notice for excessive personal phone use and he ignores the warnings, you'll probably dismiss him within 1 1/2 weeks. In a private meeting, you must tell the employee you're suspending him with pay for 3 days. After you give 3 warnings and the bad individual fails to improve his attendance, you can dismiss him legitimately. According to Jury Verdict Research, the average jury award for unlawful termination is now at $536,927. But sometimes you don't have a choice when sacking him would cost the small company or your career too much. If someone who has the proper authority gives this order, and the employee refuses to perform the duty, the act is plainly misbehavior.