Frank calls for more gov't bank powers (AP)

AP - A key House Democrat is calling for tougher and broader regulations of the financial system after the fall of investment bank Bear Stearns. Continue

AP - ANOTHER CUT: The Federal Reserve slashed a key interest rate by three-quarters of a point Tuesday in an effort to control a spreading credit crisis. Continue
However there are tell-tale signs of passive misbehavior. Downsizing is reducing your company's workforce. Let me give you one more thought. Don't give a false reason to soften the blow, such as the "business is down, we just have to let you go," when the real reason is poor job productivity with three written warnings as substantiation. Policies for dealing with bad employees in this area differ from company to company. As you write the warnings, you must show her job productivity doesn't meet your expectations and doesn't fulfill her job requirements. After you have tried everything to correct a jobholder's productivity, you should consider sacking this person.

If you lay off both, you would get a wrongful separation claim for sexual harassment from both women. Employee gross misconduct is every owner's and manager's worst nightmare. I'm sure you'll bounce back and succeed elsewhere. Have the jobholder sign the notification so there is a record that you did meet with the worker and presented the information documented in the reprimand memorandum. Insubordination problems at work lead to lower performance and workplace morale. 11) Ask for property belonging to the firm such as ID badges, laptops, credit cards, cell phones and firm cars. In this case, you should negotiate a settlement and a release of claims before you fire. Leading a layoff is an emotionally draining and tough job. An alternate case of medium risk dismissal is when the employee is unlikely to sue, but you have little papers justifying a legitimate dismissing.