Reuters - General Motors Corp posted its largest quarterly net loss on Wednesday, reflecting a $39-billion charge related to unclaimed tax credits and a loss at its former finance subsidiary GMAC.

FTSE advance wiped out as banks fall again (FT.com)
FT.com - The FTSE reversed early gains on Wednesday as rumours swept the market of yet more problems in the financial sector.
To be sure, the employee will involve a legal counsellor. Step 6: Write The layoff Notification (For Low And Medium Risk Dismissals Only). o If the jobholder gets a performance review during this time, include the recorded incidents and the corrective action from escalating discipline. Your employee will probably sue you for illegal termination if you answer yes to one or more of these questions. Your separation is a result of repeated issues in the following areas. You must discipline them so the company does not lose customers and clients. Obviously, it needs to be clear and to the point. Some employers provide advanced warning to their personnel, while others wait until right before the dismissal. The jobholder Is Still Thinking About It. While you must advise them in individual, a sample written memorandum or separation can make it easier on you and the jobholder. Treat this as you would any other major change within your department. No matter how you personally feel about a jobholder, you must act on misbehavior and end it right away.

Stress the business decided to do a layoff for economic reasons and not on the account of that worker's lackluster performance. You can do this through escalating discipline, which will aid you upgrade the employee's productivity if this is at all possible. Plus, you'll protect yourself and the business against any lawsuits the fired worker may bring on you. The money starts when he files the claim and isn't retroactive to his layoff date.