AFP - Federal Reserve chairman Ben Bernanke said Thursday that a flurry of aggressive interest rate cuts in recent months were "justified" to ease the effects of a broad US credit crunch.

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Reuters - The economy is expected to shed fewer jobs in March than the previous month, but still enough to drive the unemployment rate up, according to a Reuters poll, in a report likely to raise fresh concerns the U.S. may be closer to recession.

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As with all warnings, you meet with the worker, explain the warning, give him a copy and place a copy in his personnel file. After the introduction and cutting off any small talk, you should tell the jobholder she's sacked. Are you a timid small business owner or personnel person? Even if you separate for an unlawful reason, you can significantly cut your chance of a legal action by treating the employee well during the firing process. Employment claims and liabilities you're releasing include, but are not limited to, those arising from the Age Bias in Employment Act, Title VII of the Civil Rights Act, Americans with Disabilities Act, claims of improper lay off in violation of public policy, claims of breach of contract, claims of breach of good faith and fair dealing", Fair Labor Guidelines Act, Family and Medical Leave Act, tort claims, Occupational Health and Safety Act, Pregnancy Discrimination Act, Older Employees Benefit Protection Act, Civil Rights Act of 1866, Uniform Services Employment and Reemployment Rights Act, Jobholder Adjustment and Retraining Memorandum Act, and the Sarbanes-Oxley Act. Does the termination fit with precedent? If the employee performs illegal acts, is violent or jeopardizes the safety of other employees, you have the right to terminate them right away. Here you describe how the employee's behavior negatively affected you, the organization, coworkers and the firm in general. For example if a jobholder refuses to operate equipment for which they are not trained to cover for a coworker, this is not misbehavior. Dismissing Employees Guide: Items to Cover. For executives, you usually have to make a big payment to get them out the door. Also, the jobholder may have legitimate questions about the severance package and the separation contract, which he couldn't think of during the stressful dismissal meeting.

For example, while I was working at one company, a supplier called us within the first hour of the firing asking about its ramifications. This letter serves as written notice to [name]. Document the small company reasons for the firing. Finally when this fails, the boss can choose to fire the jobholder.