Reuters - European stocks picked up the firmer tone set in Asia on Wednesday, with financials and tech shares helping cap risk aversion, but uncertainty stalked the dollar as nervous investors eyed results from major U.S. banks.

Sacking workforce is not an easy task and separating personnel tactfully to avoid legal recourse is challenging. 1) Likely this problem worker has good performance evaluations done by your predecessor. As a side note, there have been cases, tested in court in the United States, where workers refused to carry out a directive on religious grounds and their employers separated them for gross misconduct. But first, let's look at the filing method and your involvement with it. As an employer you may wish to have the jobholder sign a worker firing agreement or a non-compete agreement. It should clearly spell out and document the reasons why you laid off the employee. In this case, worker termination agreement should explain this. If you're firing for an wrongful or stupid reason, is it worth it? If you don't improve your performance within the next 30 days according to the expectations in this warning, we'll layoff your employment with our company.

Before this meeting, gather all of your papers and write a lay off notice. However, you may choose to if the dismissal had nothing to do with the jobholder's productivity. Also take time to point out company policies and methods so the employee is made aware of them. If the productivity problem or misbehavior is minor, handle the problem informally with the jobholder, possibly over lunch or in a one-to-one meeting. List any employee counseling or special training the manager offered or the employee completed in attempts to prevent this separation. Go ahead and negotiate in good faith, and you'll soon have this bad worker out of the building.