AP - The number of newly laid off workers filing claims for unemployment benefits increased last week after a big decline in the previous week. More

AP - Higher unemployment claims and weak readings from two economic indexes reinforced recession worries Thursday.

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With progressive discipline, you first give the jobholder a oral notice. Because Maria is bitter and angry, she decides to file a unlawful lay off lawsuit to get revenge. If you give more than one reason, the employee's legal adviser will have an easier job. I need to let some of my more bad employees go, but I can't sack them for no cause. Here are the definitions of the risk levels: If the contract states the employee's problems warrant layoff, then you need to carefully craft a dismissal notice to highlight this portion of the contract. If the bad employee is always late to work or with her assignments, then get her some formal time management training. If you're firing for an improper or stupid reason, is it worth it? By keeping them focused on new potential offers, they are not probably to go back to the negative emotions that would lead to a litigation. and because their web pages are commonly written by freelance journalists who've never fired anyone in their lives.

By providing substantial documentation and following proper processes when terminating workers, you have a better chance of enjoying a smooth transition without concern of retaliation or a negative lash back. First, it gets the attention of a worker who has great potential for your company but who desires to shape up. Then, you should notify the jobholder that you have placed paperwork in her or his employee file and this individual must sign the paperwork to show that he or she has read it. If this is the case, then you must involve the entire Human resources or Management team in making your own company based warning form. In this case you won't have much trouble telling the employee that you're letting them go.