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Have you ever considered the fitness level of your customer service department? Just like with personal fitness, there are many components to managing the well-being of a customer service department.

US Treasury slammed over handling of financial bailout (AFP)

AFP - A US congressional panel sharply criticized the Treasury for its handling of a 700 billion financial bailout fund, as lawmakers moved to demand more transparency and accountability.

ADDITIONAL INFO It is potentially dangerous to lay off a pregnant worker because, under the Pregnancy Bias Act (which is part of Title VII of the Civil Rights Act of 1964), it's improper to discriminate against pregnant workforce. For example, suppose you separate someone for theft after a proper investigation and review of the evidence. If counseling does not reveal a valid reason for terrible performance or reveals a problem that can't be resolved, you must issue a documented warning and place in the employee's Personnel folder. Even if you can't layoff right away, you don't have to live forever with the difficult worker's behavior. It's also a good time to sell the separation contract and release. And, a jury won't find your reason credible because you have nothing in writing or you never gave the worker a chance to improve. A wise employer should always be sure to follow policy and rules in place, to sidestep any future litigation. A bad worker can exhaust not only the group spirit of the other workers, but eventually the profit and efficiency of the business. Workforce are rarely subject to an immediate terminating for performance issues. Because the worker is acting on the behalf of his coworkers, you can't fire him for his e-mail without violating the law. Letting a jobholder go may be fraught with many problems and correlating legalities.

By including the reason in the letter, you obviously state it for both you and him. Labor disputes can be costly in both your time and money, and a little planning during the layoff procedure is necessary. During this meeting, you inform the jobholder more about her severance package and ask in return for information to increase your company and legal positioning. You're the final say in the firm, so finding help may require being more creative. At the least, don't let more than a week go by before writing down something in the file.