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AP - Britain's financial services watchdog said Wednesday that it imposed a record number of fines in 2008 as it cracked down on offenses like mortgage fraud and improper sales of insurance.

UK pound drops to record low against euro (AP)
AP - The British pound fell to a record low against the euro on Monday, flirting with one pound per euro as two gloomy economic forecasts stoked expectations that the Bank of England will make further interest rate cuts next year.
ADDITIONAL INFO Although your company likely has a "name, rank and serial number only" reference policy, probably your managers and personnel are giving reference interviews against the policy. After you have created your layoff notifications, call a meeting with all of your employees and let them know about the dismissal. If there is a rule for firing a worker, it should be not to lay off them where they may feel humiliated. This can be a life saver if legal troubles follow the termination. For example, you might say the employee caused great problems with her or his outlook and then describe, in detail, how it affected the business. After separation, a Human resources professional usually becomes the ex-worker's advocate and the primary contact to the company. Because she separated properly, her legal risks from the layoff were minimal. I have two exceptions to this rule.

First, the boss or the management should allow the worker a chance to explain her or his behavior. If you have an Hr department Supervisor, this individual should do the review. As you can see, the bad individual gets 3 chances to increase before you layoff her. And I told the problem individual the effect of her terrible performance on the organization. But be aware you'll need to tailor it to your specific desires. And, since she did a bad job, you shouldn't dump her on friends and associates. If he doesn't increase in a few months and after 3 warnings, you can terminate him. If you are dealing with difficult employees in your workplace, there are several things to consider before dealing with that employee.