AP - The energy bill President Bush signed last week mandating tougher fuel-economy standards sent a simple message to automakers: lighten up.

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Probably, she and her attorney will now take any reasonable settlement offer and go quietly away. Another reaction you might get is the "staring into space." This is where the jobholder stops listening and gets a faraway look in her eyes. Also, if the jobholder is the type to sue, rate her as a "medium risk" termination and give her a package in return for a release. Be sure to document thoroughly the new job requirements. First, the company hires a disabled person and that individual subsequently becomes a problem worker for reasons other than their disability. (This is seldom.) So what do you do? Keep Your Layoff Form Short and to the Point. If you are an employer and you have a good reason to separate an employee, there should be no legal problems to hold you back from sacking him and improving your workplace. At the same time, don't drag out the dismissal of personnel either.

If you conduct the dismissal properly, the worker will be more probably to recover quickly and move on with dignity. If necessary, the layoff letter may need to explain retirement accounts or life insurance policies or specify who can help with transferring these benefits. It's best for your Hr department to keep the papers because the terminating boss may leave the company, and the records may become lost. For example, your first offer may only be your standard severance with outplacement services. Also every employee should have a hard copy of these rules that discusses offenses that may result in immediate suspension or lay off. Before you lay off anyone, you should determine the chance the jobholder will sue you. As you might imagine, you should lay off MANY workers when you're a turnaround consultant.