AP - After facing recall after recall of millions of Chinese-made items, the nation's biggest toy sellers are imposing stricter measures on their suppliers including tougher standards for lead content to get ahead of expected new federal legislation.

Bernanke Optimistic On Late '08 Growth, Hints At Fewer Cuts (Investor's Business Daily)
Investor's Business Daily - The Fed will "act in a timely manner," Chairman Ben Bernanke said Thursday, but his longer-term outlook signaled that fewer cuts may be coming than investors would like.
As you complete the form, you should think through the jobholder's behaviors, how it violates company policy and what the employee should do to change. But it's rare the "bad apple" miraculously becomes a model employee, so the chances are good you can build a strong case for layoff. If it does become necessary to fire a worker, you should handle the matter with as much discretion and dignity as possible.

But sometimes, a boss will inform his worker, "resign or be separated." This is obviously an involuntary resignation. This means the employer can lay off or lay off the worker whenever they want. As a last straw, Rick didn't complete a 1-page report on-time which you desperately needed, so you separated him. In most dismissals, the risk is low because you have satisfactory documentation why the layoff is occurring and most terminated workers are unlikely to sue. In this case, the reassignment could be a good for you, the employee and the business. For example, the boss may think the employee has some insights into the department's declining esprit de corps and can aid you devise a question to get this information. Your small company should have a system in place to confirm the accuracy of the business's accounts. 4) If you lay off your rival right away, she'll probably want revenge through a law suit. It also sets the right tone for this important meeting. If you are dealing with insubordinate employees in your workplace, there are several things to consider before dealing with that employee. If your rules are legally sound, you can dismiss workers on the spot for employment gross misconduct. If he later files for unemployment, you can use this notice and his reason as proof the business didn't force him to quit.