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AP - Nations in Europe's single-currency zone agreed Sunday to temporarily guarantee bank refinancing and pledged to prevent banks failing as part of a raft of emergency measures designed to get credit flowing again.

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Regardless of the degree of misbehavior, you should take action with your worker. o Is the documentation enough to justify a termination? She'll think she has complete protection from dismissal because of ADA, and she'll want to sue. Show the worker the warnings leading up to the dismissals, attendance records or the investigatory report.

Second, send an extra physical copy of the warning to the jobholder's home address with return receipt requested. These steps will make the layoff go smoothly for you, the company and the difficult employee. With insights gathered from talking with the accused worker, you'll now ask better questions than you did from your previous meeting. Whatever the case, this employee can lower business esprit de corps and hurt relations with customers and suppliers. o Breach of fiduciary duty to the company. Step 8: Prepare for termination, the final written warning or the jobholder's resignation. To qualify for these extra severance benefits, you agree to release unconditionally ABC Firm and its representatives from liability for ANY claims arising from your employment including this dismissal. Use the standards I recommend in Chapter 8. The key phrase is "unlawful reason." And since you have over 39 federal, state and common laws to consider, keeping these wrongful reasons straight can be a tough job. You should discipline them so the firm does not lose customers and clients. o Lastly, even if you have found no wrongdoing, you still should be ready for the worker to resign.