AFP - The leading share index closed near a seven-year high on Friday with Northern Rock top of the leaderboard after Richard Branson's Virgin Group announced it was leading a consortium to rescue and rebrand the troubled mortgage lender.

When the employee can think of himself or herself as being "terminated" as opposed to being abruptly "terminated," the personnel negative feelings toward the manager don't linger and the productivity of their remaining coworkers does not suffer. The first step you need to take when terminating a jobholder is to document everything. You're guaranteed some suit for age bias. You must include the employee's name and social security number. Not only can the layoff prompt a law suit, but there can also be other negative repercussions. Writing formal notification letters on worker productivity. To ensure all of the details are covered, it is helpful to create templates for notices and other written evidence used in the firing process. Separating a jobholder has far-reaching ramifications beyond seeing the back of the individual leaving your building and knowing what to say when that method becomes necessary is an important matter. Make sure you document these using escalating discipline techniques. When you discuss the separation document, you must sell the package without being overt. You own a small mortgage business.

You could also let the jobholder "rot." You don't want anything of him. o What's your decision on the worker's continuing status with the firm? o Is it clear this layoff isn't for an improper reason, a stupid reason or off-duty/ off-site conduct? o Challenging supervisor's authority.