AFP - Inflation in the 15-nation eurozone hit a record 3.7 percent in May, pushed by soaring oil and food prices to the highest level since the single European currency was launched in 1999, official figures showed Monday.

Continue
So after you have decided to conduct a full-blown investigation, you should suspend the accused worker with pay for 3 company days. This tells the employee you see a problem and the productivity you expect. Generally, the jobholder can't sue for more than her back wages from the time of her lay off to the rehire offer. The most common rationale for separating a worker are underperformance, bad conduct and misbehavior. Sacking - This is the same as terminating. Minor misconduct is breaking minor workplace rules and standards. The jobholder can't sue you for wrongful layoff if you never dismissed her. Your worker has the right to remain on your insurance for up to 18 month after dismissal, but he or she will have to pay the business-paid portion of the insurance. You may be facing a similarly tough sacking or lay off. You can also talk with a legal counselor and ask her or him to create sample employment termination notices for you. Since stopping reference interviews for "good" workforce is almost impossible, you should give reference interviews for every employee (good and bad) following the guidelines in this chapter.

Your negotiation partner will either be the jobholder's legal adviser or the jobholder directly. You should approach discipline in a fair, consistent manner for all personnel to be effective. This will then let you use anything you find on the computer as evidence in a suit. The best one will show a clear violation of a final written notification or of your gross misbehavior rules. So, if you do need to fire one of these personnel you must avoid being on the losing side of an unfair layoff case.