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AP - President Barack Obama says the nation can't afford "distractions" or "delays" when it comes to the economic stimulus plan working its way through Congress.

Geithner seen winning Treasury job despite tax woes (Reuters)

Reuters - Senators were expected to set aside their misgivings about Timothy Geithner's past income tax errors and confirm the 47-year-old New York Federal Reserve Bank chief as Treasury secretary on Monday night.

ADDITIONAL INFO Is the lay off justified given the jobholder's tenure with company, past performance history and recent documentation of productivity problems? First, a worker's improper dismissal case will hinge on your fairness with him. If you have applied your system consistently across the workers, you can use it to separate a group of workforce. Here's the standard approach you'll find in most books: To keep out of court, you must thoroughly document the employee's terrible productivity or misconduct before you sack him. If he doesn't leave, it may force you to lay off the new employee. Even when dismissing an "at will" worker, the boss should exercise care in wording the rationale for the dismissal. List any employee counseling or special training the employer offered or the employee completed in attempts to prevent this layoff. 4) Give business rationale for the dismissal. Because the Personnel department is not for the most part in the ex-employee's chain of command, they are in the best position to conduct the exit interview and get honest opinions. If the contract states the jobholder's problems warrant termination, then you must carefully craft a lay off letter to highlight this portion of the contract. For example, clearly explain the rationale for lay off; whether it is a dismissing for cause, a lay off, or restructuring. But on the account of his long tenure and excellent service, you decide to give Jim another chance and give him a final written warning.

In this case, you can sack for the first violation. If you have even one disgruntled individual, you'll find that your production decreases. It should also include whether the at will employee is eligible for rehire and any benefits that he or she may or may not still receive after termination. An alert management is aware that when employees should be dismissed through no fault of their own, it creates talk among that individual's family and acquaintances.