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The billion-dollar scandal at Satyam Computer Services has some Indians questioning the notion of a new India and raised fears that corruption remains endemic.


ADDITIONAL INFO Hold a Meeting: If the firing affects many firm workforce, you might announce the reorganization to the entire staff at once. ANSWER TO PART A: "Yes." You have a law suit coming for several reasons: 1) You're firing the 2 workers because they're women and this is wrongful. If the worker's behavior does not upgrade, then managers can use this invaluable evidence to clarify the procedures taken to warn the worker that they may lose their job if they did not change. (And those in your management chain and those in Human resources who need to know.) Consider Why You're Sacking Them. Also the time during which the company pays the employee belongs to the business. Let them know the worker is no longer working in your establishment but assure them they can expect the same quality service they are used to. However before you terminate him, document the terminating incident like the previous warnings. If you make an error when sacking a hostile employee, you could be condemning your business to bankruptcy or liquidation. In exchange for the package, you want the jobholder to give you a signed release of claims.

I base my overall approach to layoffs on compassion for the laid off worker. A worker written notice is nothing more than a note to the worker to let her or him know that job performance has been unsatisfactory. But even during the worst times, remember nonproductive and bad employees will destroy productivity. As a reminder, when you lay off the employee due to "firm desires," you can't refill the position for at least a year, or you risk the worker bringing a improper dismissal suit. 3) A signed copy of this notice must be returned to Blank Firm Inc.