September 5, 2008
London shares end week sharply lower (AFP)
AFP - The FTSE ended the week sharply lower Friday, with miners suffering the biggest losses amid ongoing concerns over the global economy and disappointing US jobless data.
Reuters - The International Monetary Fund has trimmed its forecasts for 2008 and 2009 world economic growth, largely due to a marked worsening in the outlook for the euro zone, a G20 finance official told Reuters on Monday.
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A jobholder warning form is an excellent resource that every small business owner and Human resources supervisor should consider using. If it comes from another worker, don't react to what she says. It is potentially dangerous to sack a pregnant worker because, under the Pregnancy Discrimination Act (which is part of Title VII of the Civil Rights Act of 1964), it's illegal to discriminate against pregnant personnel. Here's what causes the most illegal dismissal suits. Finally, give some thought to the remaining personnel and how your separating a salaried monthly worker will affect them psychologically. A difficult employee can damage your small business in many ways. Build the case that you're not separating them because they were jailed but because of the effects of their jail time.
It gives the workers a sense of security to know they have a positive letter of recommendation in their possession. First, an employee's illegal separation case will hinge on your fairness with him. First you should set up clear and effective rules about termination. It protects you and the small company against any form of legal action a former employee chooses to file. First, your other personnel may believe you're discriminating against them when you come down on them and do not come down on the difficult worker. In many ways, you want to treat this like a lay off with a severance agreement and a release of claims. By writing history, the terminated employee can argue you never gave him a fair chance to improve. Employers don't know their rights, and many don't know what to inform a dismissed employee when he asks about unemployment.