AFP - France may need an early warning on its public finances, the European Commission warned Monday, predicting that the French deficit was slipping dangerously towards an EU limit.

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And, when you lose the litigation, the judge may force you to pay for the ex-worker's lawyer as well. Abusive language used by personnel directed toward supervisors or managers as well as other employees is also gross misconduct. But knowing how to sack someone suitably is important to the future success of the company. As you may recall from Chapter 4, a high-risk dismissal is one where the employee will sue for improper dismissal (if you separate him) and he'll win in a court trial. If you, or a subordinate, terminate a problem employee "on the spot," you'll likely face a unlawful layoff suit. It is an important part of the overall dismissal procedure. If an employee costs you too much money, time and worry, then you are doing yourself a big favor in firing him. Even though most Personnel managers and owners want to give second chances, the hammer just has to come down on difficult employees. Although the severity and urgency vary for each type, the method you use to look into, write and give a warning is similar. But when there's an involuntary resignation, the worker is eligible.

You must clearly communicate what the problems are and how they negatively affect the business. And, he never has to make clear why you fired him. If you don't tell an employee the reason for the termination, or if the firing is about his conduct or productivity and you don't give him the opportunity to correct the behavior, you may have a improper separation claim on your hands. If you eventually separate an misbehaving, incapable worker, that individual may retaliate against the business by filing a unlawful dismissal law suit. Failure to attend work without calling in is commonly cause for immediate lay off in most positions.