At the end of January, 2008, President Bush signed a law that among other things, makes changes to the Family and Medical Leave Act (FMLA). Here's what you need to know about the 2008 FMLA changes

Wal-Mart dumps HD DVDs to back Blu-ray (Reuters)
Reuters - Wal-Mart Stores Inc has decided to exclusively sell high-definition DVDs in the Blu-Ray format, dealing what could be a crippling blow to the rival HD DVD technology backed by Toshiba Corp (6502.T).
When using a jobholder discipline form you not only inform the insubordinate employee that their behavior is unacceptable, but you also have written evidence of the issues. o When you feel the worker could "go postal" (that is, leave and come back with a gun), you should hire a security guard for 2 weeks, have him wait in the lobby and have him look for the fired employee. Undoubtedly if their disability causes the workplace issues, then you should make reasonable concessions to accommodate them. She said you rated her below directives because you showed favoritism to the "younger women with short skirts." You knew this to be untrue, and Human resources did a probe showing you weren't the problem. This meeting is frequently off-site and a few days after the firing.

While a dismissal is always a regrettable and naturally emotional, it is far better to give everyone a day or so to cool off before beginning the termination. Your termination letter should briefly summarize the documented evidence you collected while trying to reform this employee. o Has the boss followed the firm's policies and methods? Tip #2: Take at least 9 months to sack using escalating discipline. Therefore, this is an important step in the lay off method and you must prepare well-thought out questions. The dismissal and reprimand letters need to be precise and represents the professionalism of a business's policy. Now that you have prepared all the documentation for the termination meeting, it is time to call the worker in and notify her or him of the lay off. At times, the worker can't get along with their coworkers, displays problem behaviors towards the boss or just cannot do the job. When you are about to terminate an employee, it is not the time to shoot from the hip. Sherry, an office administrator, has been with the firm for a year.