Investor's Business Daily - The euro zone economy headed into reverse in June, several key reports suggested Monday, but that may not be enough to prevent the European Central Bank from raising rates next month. More

Reuters - New orders for long-lasting U.S. manufactured goods were unchanged in May after two consecutive months of decline, government data on Wednesday showed, while a key barometer of business confidence fell less than expected. More
But in other cases, the employer chooses to give only a written notification. If you are an employer and you have a good reason to dismiss a worker, there should be no legal problems to hold you back from firing him and improving your workplace. HIGH RISK Separations - You negotiate a release before separation. Also, the employer should document evidence of misbehavior and keep it on file with a written summary of the dismissal. As well, the finance department should method any paperwork for worker refunds. A medium-risk layoff is simply those terminations which are not low or high risk. Be aware the worker's legal counselor will use it to show you did something wrong, so you must write it carefully. And, when word gets around back at the worksite you're fighting "poor ole' Joe" about his unemployment claim, you'll lose the remaining workforce' goodwill and some productivity. High risk - The terminated employee will sue you AND you'll lose in court.

2) Not having enough documentation. It's a good idea for all employers to have standard layoff methods in place. If he doesn't improve in a few months and after 3 warnings, you can layoff him. In this sample termination notification, the tone is slightly more familiar. But knowing how to sack someone suitably is important to the future success of your small company. Although much of this book has described how to separate a single employee, this chapter discusses mass lay offs of personnel. If the employee has received good past job reviews, you must take more time with the firing.