AFP - European stock markets closed generally lower Thursday, after a mixed performance in Asia, with investors anxious about the financial health of US bond insurers as well as the broader US economy.

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Reuters - Yahoo Inc's second-biggest shareholder urged Microsoft Corp to raise its $42 billion bid for the Web pioneer and warned Yahoo it has few options other than to accept, raising pressure for them to seal a deal.

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The exit interview is one of the final steps you take when separating a jobholder. You might also highlight useful and exceptional work the jobholder did, all while making clear the layoff is not a debatable issue. Your only choice is to act on his maliciousness by sacking him right away, because you can't have an employee undermining your authority.

Post-lay off Methods: There may be several different post-separation procedures that go with sacking an employee during the business reorganization. Dimissing an employee based on emotion rather than sound reasons can result in serious penalties including devastating lawsuits. You should change your directives of the bad employee. o Put the employee into escalating discipline for lackluster productivity and misbehavior issues. Write the firing memorandum and separation contract. This should accompany the example layoff letter we created for our Case Study. This makes a solid case for the layoff, and any attorney will have a more difficult time finding a loophole in your firing method. Frequently, after you dicker with her attorney-at-law over the package, you'll get her resignation and her release. This would mean the best employees would get the best positions as they should in a free society. The conditions of your layoff will have an impact on your final paycheck, dismissal package, and your final benefits although we will discuss these with the finance organization to ensure that you reimburse the business appropriately. This will give you peace of mind when dealing with this difficult worker. Valid Reasons for Dismissal of Workers.