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AFP - The International Monetary Fund wants crisis-hit EU nations in central and eastern Europe to adopt the euro without formally joining the eurozone, the FT said Monday citing a confidential report.

The 7 Principles for Inspiring Employees
With a suffering economy there is the temptation to operate in fear. Implement one of these principles and make a difference. Implement all seven and change the culture you live and work in. Read more >>
ADDITIONAL INFO When separating an employee the goal is a peaceful resolution. This includes how to prepare for and conduct the layoff meeting. Other types of misbehavior involve other people like undignified behavior towards coworkers or higher authority or behavior that may affect the reputation of other workforce or the business. Written notification: "As I warned you in the previous oral warning, your [bad behavior] is unacceptable. To stay legal, you should contact the third-party administrator for your health coverage or your benefits department about the separated worker's change of status. You'll need it if the jobholder files a law suit or grievance for a improper layoff. You'll also use this papers when writing a layoff memorandum. That brings the small business owner face-to-face with the need to remove those members of the workers that cannot adjust. o Does the punishment (the termination) fit the crime? These questions make the worker sound conscientious about her job and her work. The Third Step When Sacking Workforce: Schedule the lay off Meeting. You must also obviously point out what will happen to the jobholder if the gross misconduct should continue.

While we all know Hr (Personnel) should be involved with worker separations, I've never seen an article listing the roles a Hr professional takes during a sacking. Role #6: Sells the Package/ Reduces the Risk of a Unlawful Lay off Suit. Separation of Personnel Made Easy. You and the employee should sign all written documents to show the employee knew of the possible lay off.