AP - Banks tightened up further on all sorts of lending from home mortgages to credit cards and business loans as the worst financial crisis in seven decades took a bigger toll on the economy.

How Safe Are Your Mail Handling Procedures?
Reminiscent of the Anthrax letters mailed in 2001, the FBI is investigating 50 letters containing suspicious white powder that were mailed to Chase bank branches across the country. So far, the white powder has tested negative for dangerous toxins. Learn how to spot suspicious mail and how to protect yourself and your employees from snail mail threats.
An disgruntled employee is a danger to the business, other employees and himself. Let me describe a common job termination penalty. Likely you are not off the hook if the company has less than 20 employees. If you're a Personnel Supervisor, on the other hand, this responsibility may rest on your shoulders as well as on the shoulders of the other supervisors in your small company. As with any worker papers, you must ensure the report is fair and evenly balanced. A difficult employee who continues with bad behavior will almost never just go away. First to terminate an employee, you should prepare. Be aware that paperwork you use to support the case for separating may end up in a court of law.

Instead of doing this from scratch, it is wise to have an employee firing letter sample to work from. Remember that when using the worker warning form, you must allow the jobholder to make written comments on their actions, whether it is a rebuttal or an agreement. It means, essentially, than an employer can fire a worker at any time without cause. For example, you can separate someone for being a Dallas Cowboys fan - obviously a stupid reason unless, certainly, you live in Washington DC:). If the worker is being fired for reasons other than internal firm matters, be sure to outline exactly what behavior precipitated the layoff. Although it is difficult, the jobholder and the workers, you can get through it by following a guideline method. I hold you personally accountable for the team goals, and if the team doesn't meet its goals, I'll consider this against you in your next performance appraisal and salary review.