AP - Italian aviation authorities on Monday warned that Alitalia could be grounded within days if no deal is reached to sell the bankrupt airline. Continue

AFP - London shares closed lower on Monday, shaking off earlier gains as investors worried over the viability of a massive US rescue plan aimed at shoring up the global economy.

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The bottom line is you can't use at will employment as justification to layoff based on reasoning that is improper. In return, give her the standard discontinuance package. If you are an employer and you have a good reason to lay off an employee, there should be no legal problems to hold you back from terminating him and improving your workplace. How to Handle Different Types of Worker Insubordination. I don't support separating someone for off-duty conduct and lifestyle.

If you are an employer and you know your rights, you'll be able to avoid any legal disputes that may result from a disgruntled worker or someone you have terminated. It should be a valid assignment within the bounds of reason and normal company method. Likely a judge will review this form and if not done appropriately the court can use it against the small company. Follow-up any commitments you made in the dismissal meeting including writing a letter of recommendation (if asked for). As other workers see the insubordinate employee "getting away" with being problem, they become more inclined to behave in that manner as well. While this may seem harsh, the employee's lay off is for the most part best for you and the company. I hate to see you go." Otherwise, the fired employee will see an opening and start asking for her job back or another chance. The manager's rights refers to less of what the law allows the supervisor to do, and more to what they should avoid doing. If counseling does not reveal a valid reason for terrible productivity or reveals a problem that can't be resolved, you must issue a recorded warning and place in the employee's Personnel folder. For every act of misbehavior, you must document the incident and discuss it with the jobholder. In addition, they will provide a standard on what information to include in the termination notice you supply to your employees.