Reuters - Stocks fell on Friday as a profit warning from J.C. Penney raised concerns about slowing consumer spending while persistent worries about credit-related problems throttled financial stocks.

Fed offers $100 billion more to banks (AP)

AP - The Federal Reserve announced Friday it will auction an additional $100 billion in April to cash-strapped banks as it continues to combat the effects of a credit crisis.

You should take care of this person yourself. With this number of laws, no wonder managers these days feel frightened, worried and cautious whenever they face insubordinate employees needing lay off. With a good memorandum, you can uphold a calm, professional manner no matter what the worker says or does in the lay off meeting.

To protect employees from unfair treatment, the courts have set up various federal and state laws. Your negotiation partner will either be the jobholder's attorney-at-law or the worker directly. Most supervisors and managers can't dismiss a subordinate without first getting the approval of management and Human resources. Therefore, you should carefully consider the contents of the termination memorandum and how you write it. Without making it too harsh or too personal, it is important that you sum up everything that led to terminating the worker. When you lay off an executive for poor performance (with or without a contract), it's frequently for his department's lack of results and not for his personal behavior. So before separating any employee, you must at least consult Personnel. Not all cases of bad employees have a happy ending like Sally's. Many enterpreneurs don't sack a difficult employee because they fear a litigation or other legal action. Unfortunately, there are binding contracts or unionized contracts out there that make it nearly impossible to layoff a worker, even if he or she is not producing quality work. Second, your rehire offer will ease the worker's anger and make him less probably to sue you. Therefore, you should discipline and likely go to lay off when a jobholder becomes a behavior problem.