AFP - The euro hit a fresh record high against the dollar in Asian trade Thursday as investors fled from the greenback and shunned risk amid gloomy prospects for the US economy, dealers said.

To discipline an employee suitably, you must follow a procedure that gives employee chances to fix their behavior. With the policies, your worker manual should include specific remedial actions resulting from each problem. They should review the termination request, talk to business owner who mandated the dismissal, and review the possible approaches to separating executive level personnel. This is followed by a written notification, a final written warning, and then separation. These managers must be good at handling difficult employees. Your employee will likely sue you for unlawful layoff if you answer yes to one or more of these questions. You must treat the disgruntled individual with respect before, during and after the lay off. Inform the worker what he or she can expect and what they need to do to receive their severance. The worker's style grates on you and his co-personnel.

The written notice galvanizes the employees understanding that a behavior or action is out of line with the company' policies. That may sound strange when the character of the person as determined by his speech is already unacceptable, but if he can prove public humiliation by the way he was dismissed, you could well end up paying a huge settlement. Second, you may hire a jobholder who over the course of working for the firm becomes disabled, at no fault of your department. You should hold the employee accountable in future meetings and performance reviews for the action items in the "appearance" plan. Plus, you will protect yourself and your small company against any lawsuits the laid off employee may bring on you. Therefore each layoff notification is unique.