7 Ways to Start a Business (Employee Problems) without Going Broke

Is finding the money to support yourself during the early stages of your business holding you back? There's no doubt that some sacrifices will be necessary, but if you're trying to support a family, your choices are limited. Here are seven strategies you can employ to reduce the financial strain of your startup. Continue

As baby boomers begin to approach retirement, many are panicking that their nest egg just isn't going to see them through their golden years. But it's not too late to secure your future, says author of The Last Chance Millionaire. Read an excerpt from the book here. Continue
Mostly when you want to get rid of a sick or disabled worker, it's not because he or she's infirmed. You're a new department boss (or a new sole proprietor,) and you see a 52-year old worker isn't pulling his weight and is a loud mouth. There have been cases where a firm failed due to constant rumors circulated by employees and other internal sources. This leaves the employer at the losing end and that costs time, money and performance. This memorandum serves as written notice of lay off for [name]. Or, if the jobholder came in high from wrongful drug use, you should bring eyewitnesses who can testify to his erratic behavior and physical characteristics (like bloodshot eyes or smelled like pot smoke). o Unlawful bias against recruits, workers, customers, suppliers. Unfortunately while many companies provide management training, most managers don't get any guidance when writing this notice. You may choose a detailed reprimand notice or a letter that is a little less documented yet informative to the worker.

Remember former personnel can begin a smear campaign against you and the small business and this will only add to your current problems. The worker separation form can be a strong line of defense if you become involved in litigation about sacking an employee. Using a standard form allows you to handle problem employees in a quick and effective manner. You might make clear issues with attendance, attitude, money or overall job productivity. These standards are common norms for behaviors. Specifically, it shows you spoke with the bad individual before deciding on a warning to find any mitigating causes. This notice is the final step in a long list of steps followed when separating a jobholder.