Reuters - A former chief operating officer at job recruitment Web site Monster Worldwide Inc was charged on Wednesday with securities fraud and conspiracy in connection with an alleged scheme to backdate millions of dollars' worth of employee stock option grants. Continue

Reuters - The Federal Reserve lowered interest rates by a modest quarter percentage point on Wednesday, as expected, and hinted the move could be the last in a series meant to buffer the economy from a credit crunch and housing downturn.

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If you have a loose policy and you don't enforce attendance consistently, use the second method which warns the worker for poor job performance. Keep a cool head and tell her you understand how she feels, but the firing decision isn't up for debate. Hiring and Separating of Employees: Employers Rights Legal Standings. Tips On Sacking Workforce for Misbehavior. If this was a low-risk separation, you must offer a small increased severance in return for a release. If any steps in this procedure conflict with them, you should defer to your business's policies. Anyone and everyone can file a legal action. Here's a summary of the 17-step preparation program: Chapter 6 helps you create bulletproof legal evidence for workers with terrible performance and minor misbehavior. I don't need to make their off-duty conduct my business as well. At what point will you layoff the employee?

1) The cost of a big out-of-court-settlement, jury trial and time with lawyers is less than the cost of keeping the difficult individual on board, and. In a fit of rage, you terminate the jobholder on the spot. If she fired him, could her baker come back and sue her for illegal layoff? And it protects you and your company from unlawful termination lawsuits.