AFP - US and European stock markets slid Thursday as jitters mounted over the widening global financial crisis despite drastic actions by authorities to contain the turmoil.

Finance leaders endorse G7 plan to calm markets (Reuters)

Reuters - Finance leaders from the International Monetary Fund's 185 member countries on Saturday endorsed a plan by major economies to chart a course out of the credit crisis, hoping the broader support will calm markets.

You can sack the worker when you're done with the preparation process. The best way to document terrible productivity and minor misconduct is through progressive discipline. Then there is a greater risk the worker will maliciously attempt to get back at the business. o Worker Polygraph Protection Act. Inform the worker what happens next. The terminated employee will be eligible for unemployment compensation when you sack him or lay him off for the following reasons. o The worker could go to a training class or seminar. Clearly, some separated employees get hostile at their dismissal and will try to find legal ways to dispute your cause. The ex-employee will be as mad as a hornet for not getting a reason for her termination. You'll need to use your gut feeling to decide this one. Since it takes a long time to fix organizational problems, you commonly give the executive a longer time for improvement between warnings.

Since an executive's lack of performance over 9 months is costly, progressive discipline is impractical for most companies. This is true when a jobholder is not working up to directives or when the small business or company experiences changes that require eliminating jobs and dimissing personnel. The terminated worker may sign the agreement at the meeting or may begin negotiating. This means bungling the layoff meeting leads to an angry worker. So why should you even bother trying to tackle these management issues?