Resolutions are nothing more than a wish list of bad habits and shortcomings we'd like to change. But everyone knows that most resolutions are forgotten faster than they are made. So, instead of making resolutions of our own, here are a few resolutions we'd like to see others make. More

The event, which usually ends in teary speeches and lavish parties, could end up in court instead. More
While you'll need to change it for each lay off, a sample notice will help you avoid mistakes and set a professional tone for this important legal document. Once the worker has had her or his say, management can decide whether the worker is guilty of misconduct serious enough for dismissal. Once you have stated your reasons for terminating, give the details of the lay off package. The most effective weapon you have against illegal employee dismissal suits is obviously written company policies. The disciplinary forms you complete prove that you did not separate an employee on whim or due to bias. Once you have set up the rules, you can then begin the second item, documenting the jobholder's problems. The First Step For Employee termination: Build Your Case with Progressive Discipline.

You should wait until after the vacation or holiday to lay off. This is especially true if you're sacking the jobholder who "for cause" (intoxication on-the-job, sexual harassment, physical and verbal abuse, theft of company property, and the like). We're not referring to sacking a worker who is endangers others in the workplace or who is caught in a criminal act. Once you have finished your preparations according to Chapter 8, the termination meeting itself is easy. You should amend the severance agreement with any changes and get it back to the employee immediately for his signature. Remember when writing your own notice, you must clearly express why you are sacking the jobholder. You will not have to worry about the worker finding a loophole in the notification that he or she can use when filing a suit against you or your small company. The only requirement is the jobholder must have been working for at least 3 to 6 months in the previous year.