FT.com - The prospect of a takeover battle in the banking sector helped propel European stocks to fresh six-year highs on Monday.

The 7 Myths of Selling
Whether you're selling for your own business or someone else's, there are seven common myths that can trip you up. Discover what they are and how you can avoid falling prey to them in this article.
When the jobholder has exhausted his 3 chances, you can lay off him for terrible performance. You've likely hired a replacement and are ready to move forward with the new worker. o Allow the employee to keep or buy his tools. The employee may worry unemployment benefits isn't enough money or that he doesn't qualify. Your tone in a verbal notice should be "helpful" not "threatening." For example, you should say, "With these corrective actions, I'm sure your performance will improve." This is better than, "If you don't make these corrections in your behavior, you'll force me to evaluate your 'fit' with the firm.".

So, if you do need to fire one of these personnel you must avoid being on the losing side of an unfair lay off case. Your worker termination notice should summarize the grounds for sacking and the effective date of the layoff. Therefore, both women are high-risk dismissals. o Step 4: Decide on a dismissal package. Now and then, sudden termination without warning makes for a serious hardship on the jobholder involved. Then tell them about their final pay and any severance packages the company offers them. Unlike a standard package which just offers money, an increased package usually includes both extra money and extra benefits. Therefore, you should carefully consider the contents of the termination letter and how you write it. This doesn't mean you have to take it lying down. n any workplace, despite the number of workers, there are instances of employee misconduct. o Firm reorganization which obsoletes worker's job.