AP - Industrial production plunged in October by the largest amount in nine months, reflecting a big drop in utility output and continued troubles in autos and housing-related industries. More

Reuters - U.S. Treasury Secretary Henry Paulson said on Friday Washington was following a strong dollar policy and indicated he expected it to rebound, emphasizing the U.S. economy's long-term strength should help the currency.

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In our current sue happy world, it only takes one small mistake to find yourself going to court over a wrongful layoff hearing. Before reading a review of TREPS in the next section, let me first officially define layoff risk. It was clear to me worried supervisors needed the self-help advice of an experienced terminating supervisor and they weren't getting this from current sources. It is also important to take note of the number of past violations the employee has and what further steps the manger should take if the behavior continues. After laying off personnel, immediately turn your attention to the emotional needs of the remaining employees. It's hard enough making workers behave suitably while at work. As you complete the form, you should think through the worker's behaviors, how it violates business policy and what the jobholder must do to change. For example, obviously explain the grounds for dismissal; whether it is a sacking for cause, a layoff, or restructuring. 6) Discuss top-line points of the separation settlement, if this is a condition for receiving extra severance. If it can be proved that this was your way of handling problem employees rather than an honest need to cut overhead, you may be doing the right thing for the wrong reason.

As a result, you might have an injured worker on your hands and you will be responsible because you didn't enforce the rules. Failure to follow such procedures may come back to haunt you in a labor dispute. I accept this offer for extra severance benefits as described in this notice and agree to the terms. This can be a life saver if legal troubles follow the layoff. An alternate case of medium risk lay off is when the jobholder is unlikely to sue, but you have little evidence justifying a legitimate firing. For a medium risk lay off, you can dismiss right away, but you have increased legal exposure.