| Newsletter Signup View Online | April 2012 |
| In this Issue |
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| Dear Leadership eNews subscriber, Letting an employee go is never an easy decision to make. Before a termination occurs, the manager should be sure that he/she has valid reasons for the termination. We list three legal reasons an employer can use to justify firing an employee. Also, read the conclusion of the series "Public versus private corrections," and find out which side came out on top. — Erin Hicks, CorrectionsOne Editor |
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Letting a corrections employee go |
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| Firing an employee is a difficult situation most managers want to avoid, but every manager should be prepared to do so when necessary. Have valid reasons | ||
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Finding corrections partners | |
| Public and governmental agencies are well-known for operating in isolated, silo environments. But that often means lost opportunity. Benefits for both sides | ||
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Public versus private corrections: The winner | |
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After sifting through these arguments, both pro and con, I sought out some studies that I felt may provide some neutral analysis of the public versus private corrections debate. A word of caution |
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| From the C1 Community | ||||||
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Comment of the Week
"Good. He should be charged. I remember when a local judge threw out a "gassing" case saying its part of the job and not an assault." — LtGlover Posted in response to Inmates who spit are charged with assault |
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