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AP - ThyssenKrupp AG, Germany's largest steelmaker, said Friday the company posted a large loss in the fiscal first quarter and that it would cut jobs as the world economic crisis caused a sharp fall in demand for steel.

Oil climbs above $34 on reports of US mortgage aid (AP)

AP - Reports that the U.S. government may subsidize mortgage payments pushed oil prices above $34 a barrel Friday after investor skepticism about the U.S. stimulus package weighed on prices earlier this week.

ADDITIONAL INFO 2) Inconclusive proof (You can't inform if there was wrongdoing or not.) Or, unquestionably, you may have dismissed the worker for bad behavior or poor work performance. Following the layoff Risk Estimate & Protection System(tm) in Chapter 4, you decide this is a medium-risk separation, and you'll offer her extra severance in return for a release. Others have a bad disposition and make it their personal mission to make everyone's life miserable. A place to start looking for a company legal counsellor is www.bestlawyers.com. Any separation notice should clearly state the exact reason for dismissal. As you're reviewing his workforce file, the young boss walks into your office and tells you he has AIDS. You must obviously communicate what the problems are and how they negatively affect the business. I need to let some of my more bad employees go, but I can't separate them for no cause. However, always consider this type of reprimand as a tool for improvement first rather than a means of ridding your business of a insubordinate employee.

Here's a listing of the major statutes and common laws dealing with employee dismissal: Therefore, it is important to follow the proper process when terminating employees. First, the memorandum should start with a salutation. It must be a valid assignment within the bounds of reason and normal company method. If the worker carries out your instruction then that is the end of it. Include the impact the worker's behavior had on the company or organization.