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AP - World stock markets were listless Tuesday in light pre-Christmas trading as early gains were erased by the latest batch of woeful U.S. economic data.

ADDITIONAL INFO When the employee has a behavioral problem such as attendance, you can often terminate in a month or less. Generally, you don't have enough information to decide if insubordination occurred. Since you can layoff a worker for his first incident of gross misconduct, you should conduct a thorough inquest and reach a reasonable conclusion about what happened. You should refer to these in the dismissal notification. She may also hint at getting a lawyer involved. Without them, you'll not have a leg to stand on.

Sample Reprimand Letters And Employers. Training all managers and supervisors in the accurate and fair evaluation of staff will ensure that you'll avoid the problems coming from wrongful dismissals. You must make sure you have enough evidence the jobholder will not return to work. Most importantly always keep your ear to the ground since worker misbehavior can damage your small business. You must take these protective measures before you ever fire an employee. o Are there believable mitigating causes or was this an innocent mistake with no intent to break the rules? The notice should explain you are ending this individual's employment and give the effective date. There's one simple the rule for this situation. To discipline a jobholder appropriately, you must follow a method that gives worker chances to fix their behavior. Your first step is a thorough review of company policies including handbooks and any employment offer letters that you gave the employee.