AFP/File - Europe's main stock markets drove higher after a steadier performance by Asian shares and Wall Street overnight, but concerns lingered over the troubled US economy, dealers said Tuesday.

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Many business owners don't layoff a problem worker because they fear a law suit or other litigation. Why is it the worst workforce, the ones that you simply must dismiss, are always the ones most likely to sue you? Then give the details of the firing including the lay off package details. The most important steps come weeks before you lay off someone. Please direct further questions to (state legal counsellor's name, Personnel manager or small business owner). o Ask your "feedback" questions with follow-ups as necessary. Normally, the bad employee will ignore these sections of the warning and not respond.

What is worker gross misconduct? You must put him into progressive discipline, set reasonable job standards, and give him time to improve. There's more about disobedience forms you must know. You should list any monetary compensation and explain any employee benefit packages the former employee should receive. They will aid you handle problems, communicate with the employee and serve as important legal evidence. o For minor misconduct or poor productivity, was the employee given a reasonable amount of time and number of chances to upgrade? Separating a high level employee garners much attention from other personnel. This information should be as specific as possible.