FT.com - The FTSE 100 ended the week on a positive note thanks to a powerful performance from the heavyweight oil sector.

Economy - Friday (Investor's Business Daily)
Investor's Business Daily - Future U.S. growth, measured by the ECRI's Weekly Leading Index, rose to 143.0 in the week ended June 29 vs. 142.8 the prior week. But its annualized growth rate, based on a 4-week moving average, fell to a 7-week low of 6.3%, down from 6.5% the previous week.
Once you sack one set of workforce, the firm desires might require more lay offs. o From talking to the accuser and the accused employee, is it probably the employee had overwhelming misbehavior? Sample Notification of Termination for a worker. Make sure this person is seated before calling the employee in. These comments are not as believable as observable on-the-job behavior, and a lawyer will use these against you in court. Tell her by following the Firm's policies and procedures, you had no choice but to sack. You must give each worker his final paycheck during the layoff meeting. When you feel comfortable with the consequences, go ahead and sack the insubordinate employee. This one small mistake or omission can mean the difference between a judge finding you guilty of illegal termination or successfully ridding your small company of a jobholder.

Sometimes it's best to throw up your hands and let someone else handle the problem. Next, present how you followed proper policies and laws, and, therefore, you and the firm have no choice but to layoff the employee now. o Job loss because of cost cuts. This specific memorandum for the most part follows the employee warning notification. Your dismissal is a result of repeated issues in the following areas. Unquestionably depending on the circumstances, you may eventually have to layoff the jobholder if their illness becomes a permanent condition that will not allow them to return to work.