AP - Consumers kept spending in August and factories kept producing, but the gains were weaker than expected as financial market turbulence and a slumping housing market continued to weigh on the economy.

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Besides clearly listing these inappropriate behaviors, your employee handbook should state the rehabilitative action that results from this misconduct. If you fail to meet these directives, you'll be subject to further discipline including the possibility of termination. After you give 3 warnings and the bad individual fails to improve his attendance, you can dismiss him legitimately. At this point, you need to draft a worker separation memorandum that explains the reason for the lay off and the rights and responsibilities of the worker and of your business.

After you have tried everything to correct an employee's performance, you should consider terminating this person. If the worker decides to sue you later, these warnings become important legal documents to support your side of the case. In particular, follow-up when the employee gives you important information which could help the firm in a improper separation suit. If your rules are legally sound, you can lay off workers on the spot for employment gross misconduct. Even though your small business has a separation notification template, there is still room for mistakes. Besides, you'll decrease the chance of a potential law suit from the workforce. As a small company owner or Human resources Manager, you must handle your employees with care. Last week your worker came to work reeking of alcohol, and you dismiss him on the spot. By following certain steps during the firing program, your actions and decisions will seem fair to a court. If your small company involves working with other people, like in nursing, you also have the right and duty to demand that your employees wear clean clothing and that they wash their hands generally. Like bad performance, don't layoff a worker right away for minor misbehavior. If you believe you're "laying off Joe," you might only read Chapter 11: "Process for Laying Off Personnel." In this case, you would make a mistake following this procedure for separating Joe, and not following the proper processes and choices given in Chapters 9 and 10 for firings.