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AFP - The London stock market gained ground in opening deals on Thursday after turbulent trade this week, with a gain of 0.50 percent to stand at 5,176.60 points.

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You also attended classes given by the company at no charge to you on topics of time management and effective department skills yet your performance has not improved. These will come back to haunt the sacked employee in her illegal dismissal case. Undoubtedly, the severity of your reaction or the reformatory action you take should be in line with the seriousness of the crime. You may be angry or upset over this worker's actions that have lead to the layoff, and rightly so. This assumes you have solid proof showing the reason you are terminating her (and the reason can't be she is pregnant.) When you have been successful, the worker should leave the meeting thinking about "next steps" instead of focusing on the past. separating a salaried monthly employee.

You can use a well written notice of separation to aid you deal with all problems, legal and otherwise that arise from separating a worker. Now and then immediate separation isn't practical. No one but the boss, the employer's supervisor and the Hr department need to know the details. When you requested my "Dismissal Triggers" report a few weeks ago, you probably found my web site and my Employee termination guidebook from a web search. Sometimes misconduct is very serious. The termination memorandum itself is a legal document. Once you have the substantiation you need to take action, don't hesitate. Remember terminating worker techniques are only successful when you treat the separated employee with respect and fairness.