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From former stars to presidential wannabes, here's a roundup of 2008's communication blunders. Continue

Small manufacturers in New York City serving niche markets and wealthy customers are proving surprisingly resilient in the struggling economy.

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ADDITIONAL INFO This is always a concern if the worker decides to take you to court for unlawful layoff. When you or the witness doesn't know the answer, you must promise to call her at home with an answer in a few days. When you don't mind losing the worker and paying the extra severance, you should issue discipline warnings for her irritating behavior. You must inform everyone you and the management team take sole responsibility for the firm's decline and the lay offs. Preparing Your Grounds for Sacking Personnel for Misconduct Ahead of Time. At times managing an employee is difficult because this person's personal life is affecting her or his behavior at work.

To stay legal, you must contact the third-party administrator for your health coverage or your benefits department about the terminated employee's change of status. You are the employer and you must deliver the message and stand with your workers when you do so. Nevertheless, if you feel that none of these are working and the only solution is separation of the involved worker, terminate the worker before he or she further harms your organization. Writing a termination memorandum is a most important step in the fair and respectful dismissal of a jobholder. o Chapter 4: Dismissal Risk Estimate & Protection System(tm). Poor job performance, poor behavior, or firm changes are all valid reasons to fire personnel. When Counseling Doesn't Resolve the Problems with Problem employees. This section will give you a good answer for the jobholder. This prevents the employee from coming back to you right before you terminate him with a legal counselor-written rebuttal and plan.