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Reuters - U.S. accounting rulemakers and regulators said they were pushing ahead with new guidance on mark-to-market accounting that has forced banks to write down billions of dollars in assets in the financial crisis.

Europe Faulted on Too-Tepid Stimulus
As the evidence of economic pain mounts in Europe, a growing number of analysts say the Continent?s leaders are reacting too slowly.


ADDITIONAL INFO Standards for an employee termination. A brief set of notes will aid you be sure to "cover all the bases" when you call the employee in for the dismissal interview. As a human resource individual or small company owner, separating a employee should not keep you awake at night. If a jobholder contract is not in place, then there may be no legal restrictions for separating personnel, but each individual state commonly decides this. Like terrible productivity, don't dismiss an employee immediately for minor misbehavior. Don't e-mail (or fax her) the lay off documents until you have told her she's fired. If you offer them the respect of an honest assessment, they will be less likely to place blame elsewhere and fail again in a similar circumstance. Or, unquestionably, you may have dismissed the worker for bad behavior or poor work performance. Don't sugarcoat your reasons, as this may lead the employee to feeling patronized or lied-to. Likely to take law suit + Satisfactory documentation = Medium risk. If there are no other supervisors, document the date and time and note the jobholder refused to sign. If the drug or alcohol abuse while on-the-job causes the gross misconduct, then the obvious solution would be to sack the worker.

In the rare cases where you can't settle and the worker is going to court, you must get yourself a good employment legal defender. What Will Make Your Layoff Memorandum Worker Foolproof? It is a company decision to preserve or restructure the company for those who remain.