Employers Rights - AP Interview: Havel calls economic chaos "warning" (AP)

AP - The man credited with toppling communism in Czechoslovakia says the global economic crisis is a warning not to abandon basic human values in the scramble to prosper.
If you saw the overwhelming misbehavior, you must reflect on your observations. Even if your predecessor has recorded the disgruntled employee's lackluster performance and behavior, I still recommend you wait to sack until you have developed your own independent observations. By seeing your confidence in the new high level worker, the rest of your personnel should feel more confident too. In some organizations, lateral movement of workers can be a solution to turn a problem individual into a productive, good worker. By answering a few questions, you can develop a decisive, short speech to give the jobholder, which will help relieve any turmoil afterwards and give insight into why you are terminating them. Also it provides the jobholder with something from which to start a new life.

While everyone reacts differently, your top performers are commonly going to be your first casualties of demoralization. Have an extra witness for the firm there when you give the jobholder the memorandum. This program should include your lay off notice which gives plenty of substantiation to support a case for layoff. His resulting anger can lead to an unnecessary lawsuit or violence. Knowing which reasons are wrongful is the key to avoiding a illegal lay off suit. It will aid you communicate with the jobholder and you will not leave anything out. sample worker termination memorandum. Because overwhelming misbehavior isn't always as it seems, I recommend you place the difficult worker on a 3-day investigatory leave to gather the facts. For example, you thought about making everyone part-time in the organization to save the job, but you decided it would destroy employee morale and work efficiency. Also, have the separated worker sign off on it.