In some instances, you'll need a written liability release signed by the employee to give to the organization. If such a release wasn't part of the employment application, then prepare a simple one for the employee to sign, Saudek says. Confront the employee Handle the meeting behind closed doors with an HR representative or, at the very least, a supervisory manager from another department present. Calmly detail the concern and wait for a response. If the employee denies the allegations, ask him or her to sign the information release.
Good employees make mistakes.
You may not want to fire the employee if he or she does good work and isn't a problem otherwise. If your company doesn't have zero- tolerance policy, you can probably find a way to keep the employee. Loretta W. Prencipe is a senior editor for features at InfoWorld. As increasingly powerful processing capabilities are embedded into ever- smaller devices, the computing landscape is shifting toward physically smaller gadgets. Explore the issues involved in using Java to program these emergent devices.