Jan Fischer named new Czech prime minister (AFP)

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AFP - Little-known economist Jan Fischer was named Czech interim prime minister Thursday to shepherd the country through the rest of its troubled European Union presidency and to early elections in October.

EU must move to single voice in IMF: Almunia (Reuters)
Reuters - The European Union must consolidate its representation in the International Monetary Fund to be able to pull its weight in shaping global economic policy, the EU's top economic official said on Monday.
ADDITIONAL INFO For example, if the worker is on notice for excessive personal phone use and he ignores the warnings, you'll probably dismiss him within 1 1/2 weeks. If the behavior remains poor, then it's time for formal progressive discipline that will probably lead to the disgruntled employee's separation. You not only smell alcohol on your worker's breath, but you find opened bottles of alcohol in the firm truck. Employers who must separate an employee who falls under protective laws may feel like they are in a tough spot. How To lay off An At Will Worker While Limiting Your Legal Risks. ANSWER TO PART A: "Yes." You have a litigation coming for several reasons: 1) You're sacking the 2 workers because they're women and this is improper. Documentation of problems unrelated to the disability is key when separating this worker. It has come down to the unhappy moment when there is no other choice-you should dismiss an employee.

Layoff - Firing a worker because of a business downturn or strategic reorganization which is not the jobholder's fault. A second type of worker disobedience is foul or abusive language which a supervisor cannot tolerate in the workplace. Instead, you must use the techniques from this chapter and those in the next one to be appropriately compassionate in the lay off meeting. Let me give you a thumbnail warning for bad demeanor: If you take the time to collect this information before you fire a worker, it will make the layoff go more smoothly and prevent legal problems later. Another good rule of conduct for Personnel managers or small business owners to keep in mind is that it generally is not a good idea to lay off workers while they are off work sick or injured. *Frequent and unexplained absences from work. Let's set another meeting in 3 or 4 days to discuss what package makes sense for you.