White collar crime usually doesn't make headlines in your daily newspaper, but it's threat throughout the country for businesses and consumers alike. Here's what you need to know.

Treasury near GSE bailout plan: report (Reuters)

Reuters - The U.S. Treasury Department is close to finalizing a plan to buttress mortgage finance companies Fannie Mae and Freddie Mac , The Wall Street Journal reported on Friday.

As you may recall from Chapter 4, a high-risk separation is one where the jobholder will sue for illegal termination (if you lay off him) and he'll win in a court trial. Lastly, the most common mistake I hear is something like, "We fired Joe because he just couldn't get the job done." You now know this isn't a layoff because you are not separating Joe because of a firm need. Sacking such people may involve a security risk to the small company if they hold keys to buildings, file cabinets, or desks. Remember that when using the worker warning form, you must allow the worker to make written comments on their actions, whether it is a rebuttal or an agreement. Instead of attendance, the way to terminate this lazy employee is through productivity tracking. How To Estimate Your Dismissal Risk. It can be scary for many Human resource Workforce or small business owners. In other words, have I ever counseled the jobholder, given a warning notification, provided enough training? Later in the week, you notice the worker intentionally breaking a safety rule. 6) The worker signs the release and you pay out the negotiated severance. After doing your research and being current on the laws for your particular business in your state, build your dimissing disabled personnel policies around these laws. Policies for dealing with bad employees in this area differ from firm to company.

Finally, you may use a jobholder rating system where all workforce get regular feedback on their performance. If you haven't followed this Guidebook's methods, be ready for the reviewer to challenge your dismissal decision. It's unlikely the employee will sue you and, if he does, you'll likely prevail. If the supervisor chooses not to write the memorandum, a Hr manager should do it.