Investor's Business Daily - Inventories rose 0.5% in April, the biggest gain in 3 months and more than double March's 0.2% gain, the Commerce Dept. said. Sales jumped 1.4%, a 5-month high. That lowered the inventory-sales ratio to 1.25, just above Nov.'s record-low 1.24. Economists cite lean inventories as a reason why any U.S. recession would be short and shallow, since any pickup in demand would require companies to boost output and employment.

Today's high oil prices could be here to stay (AP)

AP - Damien Barilko, co-founder of the Paris electric bike company Velocito, said sky-high gas prices have finally succeeded where environmentalists and governments have failed: persuading motorists to go green.

Because it is awkward for everyone, the firing of personnel is not a common event. As we've discussed before, you can be in court and lose the case even when you have a documented legitimate reason for the firing. It becomes your small company's proof if the employee files a improper dismissal lawsuit, so treat it with care. Finding a reason to layoff the worker is the easy part, but you should be careful how you do it. If the jobholder refuses to sign the paperwork, have another individual sign as a witness. On the account of the circumstances of your layoff, collection of unemployment will not be possible. If you separate for disobedience, your evidence should prove that a direct order was issued to a worker, that they understood it and that they refused to obey it. 1) Recognize the worker's termination. By reading the notification instead of speaking offhand, you'll be sure of giving the correct message. At this point, you need to draft an employee firing letter that explains the reason for the firing and the rights and responsibilities of the employee and of your company. After you have tried everything to correct a worker's performance, you must consider firing this person. An employee separation memorandum should contain certain elements.

Every court and jury will see this as a dismissing. A company should always keep in mind that certain personnel may claim bias for errant firings. If so, the written notification of dismissal should include this information.