Reuters - The U.S. economy grew at a surprisingly brisk clip in the third quarter, the government said on Wednesday in one of a series of reports that implied a resilient expansion despite a battered housing sector.

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FT.com - The global sell-off on equities markets continued in London on Friday, as investors pulled more money out of financial stocks amid fresh worry about losses relating to the US subprime lending crisis. More
Since the jobholder's legal counsellor can use it in legal proceedings, do not include any unnecessary information. Remember separating worker techniques are only successful when you treat the sacked employee with respect and fairness. While you must advise them in individual, a sample written memorandum or lay off can make it easier on you and the jobholder. Remember former employees can begin a smear campaign against you and the small company and this will only add to your current problems. You as a manager have tried every positive method possible to deal with a disgruntled employee. The Connection Between Misbehavior and Worker Problems. Therefore, you're open to another legal claim when sacking an older worker. Seventh, you should only hire "good" workers which you won't be dismissing anytime soon. Second, the personnel who spend all their time rumormongering are wasting the business's time and resources when they should be doing productive work. My advice is you settle with them as quickly as possible and return your focus to overcoming the business pressures which forced the termination.

One final consideration: Don't try to stop the accused employee from leaving the building either physically or through threat of physical harm. Remember, the small company saw potential in this employee at one time and hired the person. This would include first a oral notification followed by a written warning pointing out to the jobholder her or his job is in jeopardy if the problem behavior should continue. This memorandum is to tell you that your employment with –Company– will be separated effective –Date–. Without strong guidelines for employee dismissal, you will find it difficult to layoff the problem worker quickly enough. The remaining 7 choices make sense when you want to rehabilitate the problem individual or you have a high risk layoff.