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Reuters - Texas billionaire Allen Stanford, accused of an $8 billion fraud that spooked investors around the world, was served with the formal complaint on Thursday by FBI agents in Virginia.

ADDITIONAL INFO * Address your employee's desires within the boundaries of your small business. If you're dismissing the guy and he says, "You can't lay off me. Even if you terminate for an illegal reason, you can significantly cut your chance of a litigation by treating the worker well during the termination program. And you'll discover how to fire a worker that has filed an Equal Employment Opportunity Commission (EEOC) action or has blown the whistle on the company to the press or government authorities. If this is the case, let the employees know they will get plenty of notice before the next wave.

If you're terminating the employee for drinking on-the-job, for instance, do not beat around the bush. Once you have created a worker hygiene policy, present this information to your employees. You also need to prepare for the severance terms you are willing to offer and prepare the layoff memorandum and separation agreement. 1) You should give the worker 45 days to consider the agreement. An investigation brings shame and embarrassment to the accused worker. If the written notification does not work, you need to fire the individual. If your small business involves working with other people, like in nursing, you also have the right and duty to demand that your workforce wear clean clothing and that they wash their hands mostly. He, or she, will see the company as ineffectively communicating to this employee. If the troublemaker is a poor performer, you should right away put him into progressive discipline and separate him when his performance doesn't upgrade. If the complaints of poor job performance turns out to be unclear or vague — or — if the worker has not been counseled about her job productivity and given a chance to upgrade — then terminating a pregnant employee after finding out about the pregnancy will cause you trouble.