AFP - The leading share index finished at a session high of 6,155.3 points after a broker upgrade from Citigroup prompted a late rally by the pharmaceutical sector, dealers said Thursday.

Ruling conservatives edge ahead in Croatian vote (Reuters)

Reuters - Croatia's ruling conservatives took a narrow lead on Sunday in a close national election, according to preliminary results, after a campaign fought over corruption, jobs and future European Union membership.

I cannot stress enough the substantiation supplied should be solid and clear. Frankly, the proprietor or supervisor just screws up. Afterwards the worker receives an unemployment check every two weeks. Give Personnel a Chance to Tell Their Side.

Also you should have policies on the lay off process and conditions for a lay off. If the laid off employee wishes, she can release her frustrations and "inform off" management. Tips for Firing Workforce and Employer Conduct. As long as the lackluster productivity or behavior occurs within a reasonable period, like 6 months, you give him another Final Written notification. But you don't have to fire for stupid or illegal reasons. Life is too short to deal with a difficult individual permanently. If you ask the employee to do work within her or his job description and within company policy, the worker should comply. If you're dismissing for an unlawful or stupid reason, is it worth it? If you're terminating the guy and he says, "You can't fire me. As a sole proprietor, you have to remain objective as you collect information in the exit interview, and can't get defensive at the statements made by the employee. If you're an Hr supervisor, this may be as easy as contacting a higher authority, such as a Vice President or President of the company. The next week you shockingly discover your former jobholder has filed a unlawful employee termination suit.