AFP - Visiting French Prime Minister Francois Fillon insisted here Friday that the French and European economies are sound, but that the US economic slowdown will effect Europe's growth.

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AFP - Evidence grew on Tuesday that Germany is headed for a period of weaker growth after a flying start to the year saw Europe's largest economy beat forecasts by a country mile.

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Because of lack of productivity, you're now one step from layoff. (Specify all the things the jobholder has to return, all the matters that need to be settled before he /she leaves, date of leaving, notice period, appealing processes, etc.) How do you set the upper limit?

5) Compare productivity to a guideline. But, if you're cutting the job owing to economic conditions and competitive pressure, lay off the employee and negotiate a release of claims after the fact. If a firm wants to refocus on its core firm, it may want to drop a whole firm segment. After laying off personnel, immediately turn your attention to the emotional wants of the remaining workers. It is a substantial part of the overall termination process. employee separation notification. If you have to dismiss an employee, make sure that you follow your own policies. I have written the first sample termination notification in a more conversational tone, which could be better for large layoffs or going out of firm. (Don't fire everyone in a group meeting because this is an undignified way of firing employees and can lead to lawsuits.) Here's the guideline approach you'll find in most books: To keep out of court, you should thoroughly document the worker's lackluster performance or misbehavior before you separate him. Therefore, it is important to follow the proper process when sacking workers. It also can reveal the types of future workers who will fit well into your workplace.