AFP - Inflation in the 15 countries sharing the euro eased in April off record highs in March but confidence in the economy sank to a the lowest point in two-and-a-half years, EU data showed Wednesday.

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Reuters - Retail sales rebounded in April after the worst March in 13 years, as warmer weather boosted demand for spring and summer apparel, while most discounters shined as cash-strapped consumers hunted for bargains.

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A reprimand notice is generally the first step in any legal and proper employee separating process. I call this a negotiated layoff. If counseling does not reveal a valid reason for terrible performance or reveals a problem that cannot be resolved, you must issue a recorded warning and place in the worker's Human resources folder. In this way, you can be certain the standards you are following are current and will help keep you protected as much as possible. The first rule of thumb when sacking workers is to document. By clearly voicing a legitimate reason, the jobholder doesn't wonder why you sacked him and doesn't immediately call his legal counselor in anger. Because the worker is acting on the behalf of his coworkers, you can't fire him for his e-mail without violating the law. For example, you tell a jobholder to do something one way and the worker does it their way. How Long Should You Keep Evidence Of A Separation? Dealing with bad employees is perhaps the hardest part of running a business. Be up-front, take responsibility and allow your employees some time to grieve only then can you move forward to full business recovery.

Firing Troublesome Workers without Damaging the Work Environment. Here's an example of using escalating discipline for gross misbehavior. I've read many of these laws, and it's rough sledding through the various legal sections and subsections. But sometimes you don't have a choice when firing him would cost the company or your career too much.