Reuters - Recent turmoil in financial markets underscores the need for banks to hold "generous" capital cushions, U.S. Federal Reserve Chairman Ben Bernanke said on Thursday as he urged them to actively raise money.

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Strategies For Medium-Risk Separations. This means that if no contract is in place, the supervisor can lay off them at any given time. Terminating Worker Techniques. Provide specific reasons for sacking the employee, their problem behaviors and dates these problems occurred. You should develop an exit interview form that allows for "yes" and "no" questions so data compiled over several interviews is easier to manage.

Wise employers don't separate workforce without a reason and claim protection under "employment at will". Yelling "you are dismissed" across the office or calling the worker a name will only bring about future legal problems. The worker will know that they are on shaky ground. Often difficult employees will respond better to a manager who keeps an "open door" policy and invites comments and dialogue. You should consider this grounds for immediate lay off. Many managers, owners and personnel professionals believe you need a jobholder handbook before you can sack someone. The termination memorandum is a substantial part of the dismissal process. This helps the fired worker make a clean break and reduces harsh feelings. So you should only inform the human resources department and any witnesses who must attend the layoff meeting. Under the Federal Jobholder Adjustment and Retraining Notice Act, generally known as WARN, you should provide advance notice of mass dismissals and plant closings to employees within 60 days of the dismissal. Step 1-Before you even sit down the employee to begin the verbal layoff program, you must prepare a worker firing notification letter that officially tells them you have terminated them.