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With daily headlines on bailouts, bankruptcies, and a broken-down job market, workers everywhere are bracing themselves for 2009–afraid for what's next. Here are 9 ways to brave a scary '09 at work, home, and beyond. Continue

Faced with declining advertising revenue, The Times joins many other newspapers across the country in a break with tradition.

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ADDITIONAL INFO If reprimands do not get through, you may have to separate the problem worker. But be careful, because there are over commonly over 40 to 60 employment laws (depending on your state) that protect the employee in some way. An inquest brings shame and embarrassment to the accused employee. 5) Ask the jobholder to repeat the key parts of the warning. Dealing with Employee Disobedience. By spreading rumors that you are going to lay off a worker, you may find yourself with more of a muddy mess than when you began. Find out how the worker feels about this situation. It is unfair to expect other workers to perform the extra work resulting from this worker's problems. For example, suppose you terminate someone for theft after a proper examination and review of the substantiation. A low risk lay off is one where the worker is unlikely to sue, and you have suitably detailed a lawful reason for separating. If you strongly feel you need these other agreements you should have the worker sign them while he's still employed. After you hear all sides of the story, then make your separation decision.

It means, essentially, than an employer can lay off a worker at any time without cause. For example, a refusal to wear protective devices, smoking in undesignated areas, or after repeated warnings for misbehavior create situations where separation is the eventual consequence. *Finally, don't stand around arguing with insubordinate employees. It is also a good idea to have your hr manager or your legal adviser review the memorandum before presenting it to the employee.