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Reuters - The global economy may be deteriorating even faster than it did during the Great Depression, Paul Volcker, a top adviser to President Barack Obama, said on Friday.

ADDITIONAL INFO Stay away from documenting reasons which imply wrongful reasons. They can range from excessive absenteeism to direct refusal of a supervisor's order. So doesn't it make sense to layoff your high paid personnel first? These are cases of overwhelming misbehavior, and you can sack these personnel immediately. On its face, this is a simple law that should work for both the boss and the worker.

Most importantly, appealing the worker's compensation claim will clearly make him angry, whether he wins the appeals hearing or not. Such conduct as complaining and back-talk when a boss gives an assignment is gross misconduct. Since these workers did nothing to cause their job elimination, you should be more generous with them than with those dismissed for bad performance and misbehavior. Sometimes, sudden layoff without warning makes for a serious hardship on the worker involved. o For minor misconduct or poor productivity, was the worker given a reasonable amount of time and number of chances to improve? Since the risk of a legal action is higher with a FMLA employee, you must consult your personnel department and the small company legal defender. We don't always layoff someone for a legitimate reason. You must spend a little more effort dimissing an employee like this. Remember if you separate suitably, you will not surprise the employee. You must further back-up the employee separation form by added documentation such as copies of relevant written warnings and employee evaluations, as necessary.