From the author of the bestselling book Rain Making–Attract New Clients No Matter What Your Field is this advice about two traps in rainmaking. Find out what they are and how to avoid them here. More

Reuters - Stocks cut early gains on Wednesday, with the Dow industrials briefly turning lower as energy shares fell with oil prices. The Nasdaq also briefly turned down.

More
Unfortunately it is easy for a fired at will worker to bring a case against you claiming you had no real ground for layoff. When you layoff for bad reasons, you'll likely be in court or settling for an absurdly big amount with the problem employee. This should include a description of the incident that took place, the date it occurred, and the disciplinary action you or your supervisors took. Lay off Personnel with Care to Avoid Firm Troubles. This way of handling misbehaving employees will help preserve a more orderly workplace making it better for all of your workers. Sherry, an office administrator, has been with the firm for a year. At times an immediate dismissing is proper, but other times there are risks of legal repercussions. Tip #3: Expect to give a larger separation package when you must terminate right away.

Recognize you fired this employee owing to your personal feelings toward her or him. You are on the road to change — you have identified the bad behavior, counseled and disciplined the worker, but the worker just can't seem to increase. You can prove terrible productivity by setting a job guideline through a job description and written directives. sacking a high level worker. You should make the facts of the lay off clear. Or for a written notice, it may be missing a deadline set by the verbal notice. There should be no question the jobholder involved does not understand the nature of the reprimand and the consequences if he or she repeats the behavior. o Put all the worker's take home materials (dismissal notification, separation contract, COBRA notice, final paycheck and severance check) into a folder for easy access.