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Reuters - Export-reliant Asian economies showed more signs of weakness on Friday, with Japan's industrial output diving at a record pace and South Korea warning it faces an "unprecedented crisis" as global demand wilts.

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AP - Three months after the government stepped in to prop up reeling money-market funds, the $3.8 trillion industry is largely healthy again, with money flowing back to the safe-harbor investments at a steady clip. Continue
ADDITIONAL INFO If you, or a subordinate, sack a bad individual "on the spot," you'll likely face a unlawful termination suit. For example, don't layoff a bunch of older workforce and, then refill the positions with younger workforce 6 months later. And, by allowing the disgruntled worker to get away with his or her behavior, you are setting a precedent that tells your other employees it is OK to behave in a problematic way. If Sacking Jailed Employees is the Only Answer. If done early, the jobholder may be off-balance throughout the rest of the day . Even if you don't own a firm that involves working with food or with patients, you still have the right to demand a certain level of hygiene from your employees. By providing substantial documentation and following proper processes when terminating workers, you have a better chance of enjoying a smooth transition without concern of retaliation or a negative lash back.

It briefly outlines the problems you are having with the worker and spells out what will take place if the worker fails to correct her or his behavior. A good severance package allows that employee to inform others what the company "did for me" instead of what it "did to me.". Frankly, you'll likely not conduct an exit interview, especially when you're a boss of a small or medium-sized company. And I told the disgruntled individual the effect of her terrible performance on the department. How Long Should You Keep Evidence Of A Termination? It reflects badly on you and the company if the letter fails to communicate professionally. But you don't have to fire for stupid or illegal reasons. But, you wouldn't lay off him for being late 4 days in a row. How a Terminating Workforce Guide Helps Employers.