AFP - Confidence in the combined economy of the 15 nations sharing the euro slumped to a three-year low in June, according to a widely-watched EU survey released on Friday.

Unfortunately, you shouldn't say, "It's not working out," and then walk the separated worker to door and hand-over a final paycheck. So long as no workplace bias can be proved, the lay off should go smoothly. Or, if the employee came in high from unlawful drug use, you should bring corroborators who can testify to his erratic behavior and physical characteristics (like bloodshot eyes or smelled like pot smoke).

Tip 1 for Firing: Employee Expectations Must Be Clear. Regardless of when you decide to announce a layoff, you will need to draw up layoff letters to provide to each of your workers. Therefore, telling the disgruntled individual how you feel is a one-way ticket to career failure. Third, have guidelines in place so the grounds for layoff are legal and fair. You may have been afraid to lay off because he could sue for improper separation. The sacked employee's coworkers won't understand why you keep hurting their friend. Therefore, Human resources professionals must be knowledgeable on both the company's policies and the best methods for sacking employees. While workers obviously appreciate the advanced warning, some employers wait to tell the bad news. You should clearly explain the problem and make the employee aware of the consequences if he or she does not change their behavior. You can also truthfully claim the employee was fully aware that her or his job was at risk because you have thoroughly recorded it. This article explains the unique challenges sole proprietors face when sacking problem employees. This training manual gives you several separation procedures and options.