AFP - Vladimir Putin, in France on his first trip abroad as prime minister, has dismissed criticisms of Russia's human rights record as a ploy for putting diplomatic pressure on Moscow.

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The remaining 7 choices make sense when you want to rehabilitate the problem employee or you have a high risk layoff. Difficult employees are more likely to have lies on their resumes than other personnel owing to their work ethic. When you refuse to do it, you have an angry ex-worker on your hands wanting to even the score with a law suit. o Is your documentation inadequate for the dismissal? Sometimes you'll want to offer some condolence, but other times this causes legal problems. On the day of the lay off, the surviving employees feel confused, feel guilty for being "a survivor" and feel emotionally drained.

This means you should pay part of a worker's unemployment compensation even if he worked only one day before you fired him. Or for a written notification, it may be missing a deadline set by the oral notification. Frequently, this date is immediately. You should take these protective measures before you ever fire an employee. When you follow proper procedures, dismissals are without risk and easy. While not pleasant, keep in mind that dismissing workers for misbehavior is necessary if you wish to build a strong and viable firm. Frequently, this is dismissing the worker. They should review the lay off request, talk to business owner who mandated the firing, and review the possible approaches to sacking executive level workforce. o If you're firing the employee, you must prepare a dismissal package, write a layoff notice and hold a termination meeting.