Satellite television provider DISH Network reported a quarterly loss in subscribers as it lost ground to cable and phone competitors amid a weaker economy.


My goal was to keep you out of legal trouble, save the company from a costly suit and make a tough dismissal as easy as possible. Otherwise, the disgruntled employee will continue to drag you, your personnel and the company down. More importantly, you should include facts that back up your grounds for sacking the worker. With a oral notice, you clearly document the incident. This gives you an insurance policy against a litigation and in return the workers get attractive severance packages. The problem employee can be outgoing and blatant or passive aggressive. No matter how you personally feel about an employee, you must act on insubordination and end it right away. Regardless of when you decide to announce a layoff, you will need to draw up layoff letters to provide to each of your personnel. This training can come from you, from the bad individual's coworkers, the company's training programs or from an outside trainer. Make sure you have solid papers when dimissing a person's employment. Now and then, your small company won't want the bad press associated with a criminal probe, or the disruption caused by police employees. Step 7: Decide what to do with the worker and write the investigatory report.

This formal notice should show that you talked to the worker about the problem and that he or she is aware of it. Therefore, you should discipline and probably go to termination when an employee becomes a behavior problem. This includes writing letters for workforce you laid off for cause and those who were jerks.