AP - Gas prices at the pump added more than 2 cents over the weekend, topping a more than eight-month high reached Friday. Meanwhile, oil prices ended higher after climbing close to $100 a barrel earlier in the session.

MBIA moves to help stability in credit markets (Reuters)
Reuters - MBIA Inc , the world's largest bond insurer, said it will stop guaranteeing asset-backed securities for six months and plans to split that business from its municipal bond unit, moves aimed at restoring stability in troubled credit markets.
I don't need to make their off-duty conduct my company as well. Including Examples in Writing a Sample Termination Notice for a Bad Attitude. A sample layoff letter will ensure you cover important areas and stay within the dismissal law. (Here you'll also want to note any employee benefits the employee will receive. If you must fire someone for an unlawful reason or a stupid one, then follow the process for high-risk separations. Hiring and Separating of Personnel: Employers Rights Legal Standings.

And, when word gets around back at the worksite you're fighting "poor ole' Joe" about his unemployment claim, you'll lose the remaining workforce' goodwill and some performance. How you handle any separation depends on its risk. If the jobholder is in jail for an extended time, it is going to be a problem for the company. I want to know if you felt like your boss treated you unfairly and how the firm could increase. Knowing that your workforce are at-will workforce doesn't protect you from battling through a litigation or other attempt by a difficult worker to get their job back or receive monetary compensation. Employment claims and liabilities you're releasing include, but are not limited to, those arising from the Age Bias in Employment Act, Title VII of the Civil Rights Act, Americans with Disabilities Act, claims of illegal termination in violation of public policy, claims of breach of contract, claims of breach of "good faith and fair dealing", Fair Labor Guidelines Act, Family and Medical Leave Act, tort claims, Occupational Health and Safety Act, Pregnancy Discrimination Act, Older Workers Benefit Protection Act, Civil Rights Act of 1866, Uniform Services Employment and Reemployment Rights Act, Jobholder Adjustment and Retraining Memorandum Act, and the Sarbanes-Oxley Act. A personnel individual does not want to get into the layoff, explaining to the executive level worker that they have been let go, and have them gaff. In this case, you put the worker into escalating discipline for failing to follow safety rules. HIGH RISK Separations - You negotiate a release before dismissal.