AFP - Britain faced the threat of a recession on Friday after official figures showed the economy stuttered to a halt in the second quarter with its weakest performance for 16 years.

Gustav loses stranglehold on energy prices (AP)

AP - The punch of Hurricane Gustav appeared to fall softly Monday on the nation's vast energy complex along the U.S. Gulf Coast, and was overshadowed by growing anxiety over the state of the global economy.

State directly that you're dimissing the employee and the effective date. Then when a layoff happens, make sure the termination supervisor has the support of a representative from Hr. To do this, you will need to coin a worker dismissal memorandum that details the reason for lay off and the effective date of lay off. o Fighting, punching or slapping. The worker is begging for her job, and her concerns are likely heartfelt. They often limit your flexibility on what you can layoff for and how you can lay off. o A lay off notice which obviously describes the dismissal package including any compensation, cash for vacation or sick days, their final day, and so on. To create these notices suitably and to ensure you don't suffer from legal ramifications for illegal layoff, find a sample layoff notices. You must make sure you have enough proof the jobholder will not return to work. You don't want to blame the high-risk employee for lackluster productivity or misconduct. Layoff of Employee with FMLA is Possible.

the same way you would layoff a 63-year-old female who's often absent for medical treatments. Certainly, this is all nonsense because you have told your supervisor before sacking the worker. Otherwise the bad worker may start encouraging his coworkers to engage in this behavior. There is nothing to apologize for as you made every attempt to work with and help the jobholder before dismissal. The termination of employees is also difficult for the jobholder in question.