Reuters - Central bankers from the world's industrialized and developing regions voiced concern on Friday over surging food and energy prices, their latest big challenge as globalization changes that economic balance of the world.

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Reuters - Employers unexpectedly cut jobs in February at the steepest rate in nearly five years, a second straight month of employment losses that heightened fears the world's largest economy has skidded into recession.

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Employee termination for alcohol abuse is tough, but not impossible. If for some reason, you're even just a little untruthful, be sure the jobholder's legal counsellor will use it to prove unlawful discrimination or motivations. It provides a clear and direct message about the rationale for lay off. As far as sacking employees and employer conduct goes, this is the safest bet to ensure that both parties will end up happy with the result of a sick or injured worker. Writing this memorandum is not a pleasant task but it is important to do it with proper care and attention. Each warning explained your lack of performance in keeping my schedule and gave you my directives. However, if you're going to lay off 500 or more personnel at any one location, you also must give a 60 days notice. Although the claims are bogus, you might still lose - remember, if your illegal layoff suit goes to court, you'll likely lose 70% of the time, the national average. Because separating a worker is often stressful on the supervisor, using a sample written notification of separation is a wise move. If you don't have a legal department, find a legal counselor who specializes in creating these types of guidelines. A jobholder can still sue you for wrongful dismissal.

Asking the jobholder to leave makes the most sense when the employee is low risk. If the boss has a standing policy saying this action results in dismissal, then the manager has the right to terminate. If you're an Human resources manager, this may be as easy as contacting a higher authority, such as a Vice President or President of the firm. During your discussion, you should inform the at will employee what he or she did wrong, tell her or him the actions you'll take, and warn her or him of the consequences if the action reoccurs.