AP - Britain's largest commercial broadcaster, ITV, said Wednesday that revenues for the first nine months of the year were little changed from last year despite the economic downturn, as growth in online ads and TV production offset weaker broadcast advertising. Continue

AP - Russia will deploy missiles near NATO member Poland in response to U.S. missile defense plans, President Dmitry Medvedev said Wednesday in his first state of the nation speech.

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There are many myths that could be discussed about handling problem employees but in truth they all boil down to the idea that terminating a disgruntled employee means an automatic settlement in a court of law. This approach can save you and the jobholder the agonizing emotions associated with a full-blown sacking. You must give them a chance to change their ways, but if they don't, you must fire them. o How to make your terminations as easy as possible on you and the worker. So, with a more open policy on references, companies would pick personnel who fit their wants best. Remain calm and thank your employee for their information. You will need it if the jobholder files a suit or grievance for a improper layoff. Many supervisors and Hr managers wonder if the memorandum should include the termination reason. The disciplinary forms you complete prove that you did not lay off a worker on whim or due to bias. Take only those steps which best benefit both the worker's job satisfaction and your small company' welfare.

There are two ways to lay off for absenteeism and tardiness. Many supervisors and business owners get upset about paying a severance. Step 2: Talk with Hr about the company's specific rules on separations. You can find one by searching "business coach" on the Internet. This article offers several tips on handling bad employees.