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Selling in a difficult economy requires a different approach than during a robust one. Here are eight things you can do to actively compete and keep your sales afloat. Continue

Reuters - The sharp 6.2 percent fourth-quarter drop in U.S. gross domestic product reported on Friday underscores the pressing need for action sought by President Barack Obama, the White House said. Continue
ADDITIONAL INFO The formal written notification gives a paper trail of misbehavior on a jobholder. Many managers, owners and personnel professionals believe you need a worker handbook before you can dismiss someone. No one but the employer, the manager's boss and the Human resources department need to know the details. Using escalating discipline, you give him 3 chances to improve. You can use the same format and form you used to warn the worker. You listen to the worker and devise ways to motivate him to higher productivity levels. This may include steps that lead up to layoff or may mean immediate termination of the employee. This is one really good reason to fire a insubordinate individual without delay.

Satisfactory evidence for gross misconduct should show you conducted a fair examination and your layoff decision was reasonable. Remember to state specifically the terms of the nondisclosure or private ownership conditions, in case the company must file a litigation against the worker because they break the agreement. Your termination risk for the older worker will always be at least medium level. This article explains how to use them in escalating discipline. You can frequently separate for the first instance of insubordination. You, the employee and your eyewitnesses will swear a legally binding oath to tell the truth. The purpose of this notice is to give you my experiences with [Employee Full Name] while employed with [The company].