Indonesian economy seen further signs of decline (AP)

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AP - Indonesia, the largest economy in Southeast Asia, is coming under increasing strain from the financial crisis with new projections showing plummeting exports and slowing growth.

California unemployment rate hits 10.5 percent (Reuters)
Reuters - California's unemployment rate rose to 10.5 percent in February, its highest in nearly 26 years, as most industries in the most populous U.S. state slashed payrolls.
ADDITIONAL INFO Terminating a worker is a delicate task and your notification is an essential part of that difficult process. sample employee dismissal letter. If investigation gives you enough substantiation to dismiss the employee, you must also document the layoff procedure. Don't let the imagination of the separated employee run wild with bias litigation ideas. (By the way, if this is a high risk lay off, you don't need a layoff memorandum since your goal is to get the jobholder to resign voluntarily.) *It should include the reason you're writing the letter. As an example, your risk of sacking is much less when the jobholder has punched his supervisor in the face - than when you dismiss a high-performing 60-year-old employee to give your daughter-in-law his job. On the account of the circumstance's gravity, the jobholder will see your humor as patronizing and unsympathetic. Keep in mind that just because you have a jobholder who falls under one of these groups, this does not mean you can't dismiss this jobholder. Be sure that you have records of previous evaluations. Also you must tell him, if you find him guilty of gross misconduct, you'll terminate him following the suspension. If you are the owner, you must also sign all checks, examine your bank account on your own and verify your bank statements.

As a entrepreneur, you have to remain objective as you collect information in the exit interview, and can't get defensive at the statements made by the jobholder. I wish you luck in finding a job that is a better fit.". Failure to attend work without calling in is frequently cause for immediate termination in most positions. The bottom line is you can't use at will employment as justification to layoff based on reasoning that is improper.