AP - European Union finance ministers open two days of talks Monday to discuss the United States' slowing economy, feeble dollar and massive current account deficit as major problems for the EU and the rest of the world.

Also, it's gross misconduct that has severe consequences for the firm. If your rules are legally sound, you can sack personnel on the spot for employment misbehavior. If your reasons are solid and stated within the notice of lay off, it is most probably that a pregnancy bias case, if it occurs, will never get far. For helps with these sticky situations and advice on how to make the dismissal procedure go smoothly, a separating workers manual can be a life-save. In addition, it should provide you with tips and advice in case the jobholder files a grievance or a suit against you for improper dismissal. First, the employee desires to take lawsuit but you have a good chance an attorney-at-law won't take his case or the jury will rule in your favor. Be sure to take some time when creating the employee hygiene policy because it will be your standard when it comes to disciplining employees that choose to ignore it. It should also include whether the at will employee is eligible for rehire and any benefits that he or she may or may not still receive after dismissal. Frankly, you'll probably not conduct an exit interview, especially when you're a supervisor of a small or medium-sized business. Chapter 1: You Can Now Fire Personnel Without Fear. Also, you may want to contact a legal adviser and decide on a legal strategy. And if the insubordinate worker elects to buck the system, you are better-off without him or her.

If you ever have to write a layoff letter, it helps to have prepared ahead of time. I've written this "verbal" warning to show you the seriousness of your behavior. Here the supervisor may dismiss the jobholder with cause.