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AFP - German unemployment in December rose for the first time in 33 months, with over three million people out of work, data showed on Wednesday as the recession in Europe's economic powerhouse begins to bite.

Gas crisis could speed Russian pipeline projects (AP)

AP - The crisis triggered by Russia's natural gas dispute with Ukraine could accelerate the Kremlin's efforts to build alternative pipelines, but any project faces big financial and political hurdles.

ADDITIONAL INFO The ex-employee's legal counsellor will use it against you in court. Some examples of gross gross misconduct are an employee who becomes violent and threatens others, whose refusal to follow safety protocol endangers others or who steal from the firm's coffers. The employee's style grates on you and his co-employees. You must have a legitimate reason for terminating the jobholder, and you must communicate this reason to your employee. Unquestionably she was frustrated at having to perform double the work, but could she sack her worker for this disaster?

Nobody understands exactly why early in-the-week terminations lead to a higher chance of violence. This will help you, and any other supervisor you hire, protect both your rights as an employer and your employee's rights as an employee. When to Use a jobholder Notice of Separation. This delays the layoff by at least a day. You should decide a course of action for the "hardest" part of your job - firing a jobholder. Small company managers and owners must be careful when sacking and laying off workforce, because their business's survival is at stake. o Inform the employee you're her contact individual for any more questions. You should negotiate the jobholder's resignation and give him a big dismissal package in return for a release of claims. Your employee can use your favorable comments against you in a unlawful dismissal suit as proof you didn't lay off him for poor productivity and conduct, but because of some illegal reason. Your separating program will make the procedure go more smoothly for the sacked worker, coworkers, and the company as a whole.