How to terminate a corporate officer?
607431
I personally do NOT know... but I work with GoSmallBiz and Pre-Paid Legal Services and offer a plan that not only can answer all those technical questions but also help you deal with any legal issues like compliance and debt collection and provide tax assistance, marketing and IT/technology help. Plus we provide you with free advertising and a 4 page website. This really depends on which state you are in too, because we offer different plans in different states and No plans in a few states.\n\nTake a look at this site, if you like you can view a video, and if you want to get the plan that fits you, you can (the most common plan is about $2.50/day). And if you really want to get down to it you can call me with the number from the site. I'd appreciate a call anyway if you choose a plan.\n\nBy the way, my name is C.J. Green
68064
It depends upon your company's Internet connection and network configuration.  However, since many companies at least discipline, if not terminate employees they find trying to circumvent their Internet policies, I would not recommend you even try if you want to keep your J.O.B.
671255
Terminated, stopped, fired or let go without your agreement.
1064293
Got some examples of what they're doing?  I can give specifics with how to deal with the situation if I knew.  Otherwise, go off on them--make it loud, don't beat around the bush, make sure you do it while others are present, and tell that individual you're tired of putting up with the childish BS.  If that doesn't work, report them to your supervisor, and document each instance in case you need to file legally (it's called a hostile work environment).  This is my suggestion, since my preferred tactics for this type of scenario aren't for everyone.
80310
Provided you're the group owner, somewhere on the left panel you go to 'Management'. There you'll be able to delete the group. Hope that helps.
981498
The answer is company officers.  They are internal.  All of the others are external.
973109
Ok, this is complicated.  IF you have a policy that outlines what the petty cash CAN be used for and she used the cash for expenses OTHER than those things, then this is technically theft of company funds and, yes, you can terminate her.  The way it works is you place her on suspension first (do NOT "fire" her).  Then, get her final check cut and write a letter for her file that indicates why she is being terminated, on what date and time, and any other information you want to put in there.  On the letter/form, there should be a place for the employee to make somments and sign.  This is important.  Then, call her into the office (she is still on suspension, remember) and, after handing her the Final Paycheck, let her go.  You HAVE to pay her the full amount owed to her at the time of termination in California.\n\nNow, if there is NO policy in place for the use of Petty Cash, then you are out of luck.  Your best recorse is to create a new policy for petty cash, print it out and have ALL EMPLOYEES sign it.  Give a copy to all the employees and put one in each employee's file.  Then, talk to her and let her know that you expect these policies to be followed to the letter.  If she does it again, it is theft (see the above paragraph).  If she pulls herself together, then you have gained a good employee.  Either way, you are free of the problem and you win.\n\nI hope this helps.
253928
The "correct" way to resign your position is to present the letter of resignation to your immediate supervisor in person.  If that is absolutely not possible it should be mailed to him or her via the postal service.\n\nRemember that the manner in which you resign may impact the reference that you are provided in the future.\n\nBest of luck to you!!
1114024
The best thing to do is always leave with an option to return if necessary.\n\nSubmit something along the lines of:\n\nRe:  Resignation\n\nDear So and So:\n\nWhile I have enjoyed working with you during the time of my employment with X company; I hereby tender my resignation effective X date (make sure it is 2 weeks from the date of the letter), in order to pursue other opportunities that have been presented to me.\n\nRespectfully,
11949
First of all, I would suggest you read "Winning" by Jack Welch. \nThis is a great book on organisational behaviour. \n\nIt has complete section on why leaving people is a necessity, and how to it in the best way. It also suggests that letting some people go is googd for both the parties. Jack has given examples from his experience.\n\n\nyou can buy at:\nhttp://www.amazon.com/gp/product/0060753943/qid=1135759789/sr=2-1/ref=pd_bbs_b_2_1/103-3900446-4595011?s=books&v=glance&n=283155\n\n\nAlso read CIO's article on how to let people go\n\nhttp://www.amazon.com/gp/product/0060753943/qid=1135759789/sr=2-1/ref=pd_bbs_b_2_1/103-3900446-4595011?s=books&v=glance&n=283155\n\nHere are some tips for you:\n\n10 secrets to letting people go with dignity \n\nWant a quick primer on how to fire people without bruising their egos? Here are 10 tips, culled from advice CIO obtained from IT executives and outplacement experts. \n\n\nAdvertisers \n \n \nGive warning. All performance-based firings should begin with a warning or probationary period. If you let employees know they're on the bubble, they just might turn things around. If they've put in years of service, it's the least they deserve. \n\n\nDocument, document, document. Once you've told an employee he's on probation, document every task and interaction. The better records you keep, the easier it will be to justify your actions should you find yourself defending them in legal proceedings. \n\n\nTime it right. Fire early in the day and early in the week. The worst time to terminate an employee is the day before a weekend or holiday. \n\n\nPrepare the paperwork. Don't wait until after you fire an employee to deliver termination paperwork. Pay, including any benefits and unused vacation, should be delivered on the spot. This is not only good policy, frequently it's the law. \n\n\nDon't go it alone. Having a representative from the human resources department in the room adds a sense of gravity and finality to the termination conversation. And if the employee asks a question you can't answer, your expert is right there. It also provides a witness on your side should you end up in court. \n\n\nEnsure privacy. Make it clear that only you and the HR rep will take part in the termination meeting. Reassure the employee that nobody else will be in on what's happening. Neglecting this will make him self-conscious. \n\n\nBe brief. Say what you have to say, say it clearly and don't say any more. Prolonging the meeting allows the employee to believe he is involved in a negotiation—that there may be a way out. When he realizes there isn't, he will feel betrayed. \n\n\nWatch your tone. Choose your words carefully, but make sure you convey a tone of cordiality and sympathy. Be compassionate but firm, honest but guarded. Never say, "I know what you're going through"—even if you do. \n\n\nSeek feedback. Although it's important to keep the meeting short, encourage the employee to voice his feelings after the news has been delivered. If he doesn't answer immediately, count to 20 before moving on. The last thing you want is a reputation for being heartless. If recriminations result, however, take charge and cut him off; remember that you're declaring him fired, not engaging in a dialogue. \n\n\nGive a good send-off. Always offer words of encouragement and confidence in the employee's future career. Stand and extend your hand to indicate the meeting has ended. And of course, thank the employee for his service. But don't be surprised or hurt if the employee declines to thank you for firing him.\n\nAll the best!
643857
The have clearly breached the contractual agreement and you therefore have the right to terminate the contract by giving notice in writing. Make a copy of the letter and get a postage receipt and then just ignore them. They know they have no action but big companies try to take advantage of people who don't know their rights.\n\nAlternatively pop down to your local law centre or citizens advice bureau, they have an on duty solicitor who  will be able to advise you as to the best course of action available to you.\n\nGood Luck!
1161800
Don't sign anything. If they give you a write up sheet or something like it. Don't sign it. You have a case for sure. \n\n\nUnfortunately, they can terminate you regardless. However, after wards you have options. After the fact, the situation favors you, it appears to be an overreaction on their part. Legal action or unemployment would probably swing your way, assuming you haven't signed anything that could be perceived as an admission of wrongdoing.\n\nIf they do terminate you, contact: Unemployment, the Better Business Bureau (or your states equivalent), and a lawyer if you'd like.
674054
After you have taken all of the preliminary steps, considered all of the potential ramifications, legal and otherwise, and have made the difficult decision to let someone go, stick to it. Don’t torture yourself. Don’t prolong the firing. It is, after all, inevitable. \nOnly the worker’s direct supervisors, and any witnesses that will be present at the termination meeting, should be told about the termination decision in advance. An advance leak of a firing can only worsen the situation. \n\nIn the past, late Friday afternoon was considered the optimum time to let someone go. Today, earlier in the day or even the week is deemed appropriate. Some companies that take this approach offer the employee the option of either remaining for the rest of the day or week or leaving immediately with pay for the workday. \n\nWhen you are ready to proceed with the termination, call the employee into the office. Approach him or her with “I have something to discuss with you.” \n\nAfter the employee and any other managerial personnel or witnesses have gathered in your office, get to the point quickly. Briefly explain to the employee that he or she is being fired. Summarize the main reasons for the firing, recap the warnings that have been issued, and the opportunities extended to improve his or her performance record. Give the person a check for monies due. If you are offering severance pay, detail the severance offer and present the employee with the forfeiture document to be signed if the severance is to be paid. Explain any continued work options. Offer to let the employee clean out his or her office or desk now, or have you mail any personal belongings to him or her later. If the employee elects to have you mail his or her belongings, have two people oversee the cleaning process to be sure that all of the employee’s personal possessions are mailed. \n\nShow appropriate sympathy for the employee, but not empathy. Do not waiver and change your mind. Do not overstate any aspect of the employee’s performance. \n\nAnswer any question the terminated employee may have, even if he or she interrupts you. A termination is extremely emotional. Don’t be surprised if the employee doesn’t hear the basic message or doesn’t understand the details of his or her firing. You may have to restate all or part of the termination. \n\nAs long as the employee doesn't lose control, extend him or her every reasonable courtesy. Certainly give the person an opportunity to say good bye to coworkers. He or she will only call these people up on the phone later anyway. \n\nIf the employee does lose control and becomes verbally abusive, ask him or her to vacate the building. Don’t get upset. Remember, no matter what you think of the employee, that person is being terminated. He or she is leaving, not you. \n\nEven if you or someone else in the office can overpower a suddenly violent discharged employee, the risk of a lawsuit is huge. The one time I did call the police, the employee fled the building before they arrived. But the (Boston) police told me its policy was not to refuse cancellations on this type of call because all too often the discharged employee returned with a weapon. In this case, the employee did return with his dog—but the dog was about the size of a miniature poodle, with about the same level of ferociousness. \n\nThe odds of you or another employee being endangered during a firing is slim, but you do need to be prepared for the unexpected.
1108091
you work at an employers convenience, he can terminate you at anytime for any reason, or no reason at all\nget over it!
753000
Contempt on a corporation would probably be handled by imposing heavy fines.  However, the court could also jail the agent of the corporation, the officers and other representatives pending obedience to the courts order.
582370
To report concerns regarding Yahoo!'s accounting practices, internal controls, financial statements or auditing matters that you believe should be brought to the attention of the management of Yahoo! or the Audit Committee of Yahoo!'s Board of Directors send by mail a letter or note to:\n\nYahoo! Inc.\nATTN: Compliance Officer\n701 First Avenue\nSunnyvale, CA 94089\n\nTo communicate with the Board of Directors, any individual Director or any group or Committee of Directors, correspondence should be addressed to the Board of Directors or any such individual Director or group or Committee of Directors by either name or title. If by U.S. mail, such correspondence should be sent to: \nYahoo! Inc.\nc/o Corporate Secretary\n701 First Avenue\nSunnyvale, CA 94089 \nE-mail messages should be sent to CorporateSecretary@yahoo-inc.com. \n\nAll communications will be opened by the Corporate Secretary for the sole purpose of determining whether the contents represent a message to Yahoo!'s Board of Directors. The Corporate Secretary will forward copies of all correspondence that, in the opinion of the Corporate Secretary, deals with the functions of the Board of Directors or its committees or that he or she otherwise determines requires the attention of any member, group or committee of the Board of Directors. \n\nThe Corporate Secretary will not forward or respond to junk mail, job inquiries, business solicitations, complaints by users or customers with respect to ordinary course of business customer service, offensive or otherwise inappropriate materials. \n\nFor assistance with your Yahoo! account or product issue, please visit our comprehensive online help pages at: http://help.yahoo.com\n\nIf you currently have a billing relationship with Yahoo! and have a question or concern about your bill, please contact the Billing support team at the telephone number listed on your statement, or visit our online Billing help at: http://billing.yahoo.com\n\nIf you are a Yahoo! Small Business customer, we are pleased to offer 24/7 toll-free support: 1-866-781-9246.
1065676
Contact your local by-law enforcement office, usually located in city hall, and discuss the practice with them. If it contravenes a local ordinance they will probably make a visit and advise the person to cease.