The industry is experiencing a historic boom, yet ethanol remains a mystery to the motoring public, even in states that have pushed it hardest.

Yes, There Can Be Life After Word
AS the clerk at Circuit City rang up my purchase of a new notebook computer last month, she started her up-selling.
Every company should have set ground rules and standards, and every worker should have a hard copy which discusses offenses that may result in immediate suspension or lay off. It is an intimidating action to do at first, since you're sending sacked employee into unemployment. And, your termination memorandum will be a key document since it should make clear the specific reason for the layoff. (Don't sack everyone in a group meeting because this is an undignified way of separating employees and can lead to lawsuits.) A insubordinate individual can exhaust not only the esprit de corps of the other employees, but eventually the profit and efficiency of the business. Dealing with bad employees is perhaps the hardest part of running a business. This evidence should show what the employee did, when the jobholder did it, and what you did to help them. And, within a couple of weeks of the dismissal, you should mention layoffs are a possibility, but you're looking at other ways to reduce costs. Don't back down from your decision, and use the lay off notification to guide you through the exit interview process.

For example you might suspect the worker is taking drugs so you can have her or him take a drug test. A failure to carry out an order is less serious than an all-out refusal to carry out an order. If this had been a notice of lay off on the account of a reduction in force then this section would be replaced by economic information that led up to management's decision to reduce the force. * Have an honest discussion with your employee about their job productivity and how it is influencing not only your small business but their career. Also, state, "Your success is important to me and the company. In addition, you should provide a separation notice to the jobholder in writing as well as a copy sent by certified mail. If you feel the employee is sincere, and their behavior is correctable, then you must decide on steps to improve and motivate them.