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This document contains three sections:
1. The Separation Meeting
2. Manager’s Script for Reduction in Force Meeting
3. Anticipate Possible Reactions

The following information will assist you in planning and conducting an effective involuntary termination meeting. The meeting should be direct and brief in duration.

1. THE SEPARATION MEETING

Manager’s role
In preparing for, conducting, and following-up on this meeting, remember that the objectives are to:
• Communicate the decision in a clear, consistent and professional manner
• Present the decision as irrevocable
• Demonstrate dignity and respect
• Maintain confidentiality
• Describe outplacement support and encourage employee to participate
• Allow the employee to react
• Offer support and compassion
• Encourage the employee to take positive actions

It is important that the employees who have been selected for layoff understand the basis for the layoff. The consistency and truthfulness of the message that you communicate to your employees explaining the rationale for layoff is important from a legal and emotional standpoint. Use of the manager’s script (below), which explains the business reasons behind the layoff in general terms – without getting into details of the individual selection decision – will provide a consistent message to all employees at time of notification.

Planning the meeting
1. Prepare your agenda– Set aside enough time prior to the meeting to not only prepare what you will say, but also how you will say it and in what sequence. Use the attached Manager’s Script for Reduction in Force as a guide.
2. Review in advance the Reduction in Force package. The package includes a letter addressed to the employee, and an Employee Guide outlining severance and benefits. There is also a Termination Checklist and a Manager’s Guide, which outlines actions you are required to take to enter the transaction, and there is also information about Unemployment Compensation.
3. Plan for the separation meeting to last no more than 10 to 15 minutes.
4. Plan for the meeting to take place at an appropriate time and in a private, neutral office area, such as a conference room, if possible. This can assist you in ending the meeting when appropriate and provide the affected employee with some immediate privacy afterwards. If a personal meeting with the employee is not feasible, plan where and how the separation meeting will take place. Discuss this with your HR business partner. Try to arrange for someone—an HR person or other manager–to be with the employee at the time of the notice if the meeting will take place by telephone.
5. Decide how work will be transitioned, when and how the employee will remove personal effects and return company property. Remember, some employees may continue work for some period after notice; for others, the date of notice may be their last day at work.
6. Rehearse (even role-play with someone) the flow of the meeting and the main points that must be made.

Conducting the separation meeting
• Ask the person to sit down. Avoid small talk – get to the point. Communicate decision immediately. Don’t be defensive. Explain that the decision is final. Inform the employee of their last day. Listen to responses. Follow your prepared agenda.
• Hand over the Reduction in Force letter and package outlining the specifics of the separation package to the employee.
• If offered at your location, confirm that an outplacement consultant will be meeting with them after your discussion or, if the employee is remote, advise them they will be contacted regarding an outplacement workshop schedule and location.
• Allow time for the individual to raise questions; listen and offer support, but do not show any signs or otherwise give any indication of a possibility of reversing the decision.
• Discuss the details of the transition, briefly including:
o Handing over job responsibilities, if appropriate (the job may be going away.)
o Removing personal effects
o Reviewing the Termination Checklist
o Continuing legal duty to protect Confidential and Proprietary Information following employment
o Returning company property (including keys, AMEX card, Laptop, Proprietary equipment, telephone calling card, etc.)
o Turning in I.D. card and badge
o Make sure they complete their time reporting up to their last day worked.
• Ask the employee to confirm his/her current telephone number and address so that the Company can remain in contact as required.
• If an employee has any outstanding expenses, let them report them. If they are unable to at that time, make arrangements to get them a hard copy of the weekly expense report form that they can complete on their own and send back to the manager for approval and reimbursement.
• If an employee has personal belongings in the office, make arrangements for providing empty boxes to them.
• Discuss with them the best time to allow them to clean out their office space (either right after notification or after hours).
• If today is their last day of work, make every effort not to let the employee walk around to say goodbye to co-workers; it will be an uncomfortable situation for those people staying.
• Escort the employee out of the building or to the outplacement consultant.

Important points to remember:
 Don’t begin with small talk.
 Don’t debate.
 Don’t forget that the employee will forget much of what you say.
 Don’t give personal, financial or legal advice.
 If you don’t know the answer to a question, say you’ll get back to them.
 Don’t make promises.
 This is not the time for a performance appraisal
 Don’t be defensive or feel you must persuade the person the action is justified
 However difficult the meeting is for you, it is tougher for him or her.
 Do not allow discussion of any alternatives.
 Grievances and accusations from the past are truly history.
 Do not criticize the company.
 Don’t argue about anything.
 It isn’t helpful to say “I know how you feel”.
 Stay off the “blessing in disguise” theme.
 Do not discuss your personal relationship with the employee – arrange to talk about the “good old days” another time.
 Own the message: don’t say it wasn’t your decision or that the decision was someone else’s.

Talk to remaining staff

A reduction in force can be very traumatic for those who are not selected for layoff, so it’s important to consider, in advance, what you will tell your remaining staff and when and how you will tell them.

• Consider, with your HR business partner, the timing and content of this conversation, based on particular circumstances.
• As soon as possible, announce that the termination activity is completed. Be careful to word the announcement to avoid false expectations if additional layoffs are planned. Let people know what is/has happened.
• Share what you can share, in general terms. Focus on business requirements.
• Do not discuss specifics about individuals, reasons, etc.
• Give employees a chance to express their feelings.
• Talk about any issues surrounding workloads and assignments.
• Management should be visible and available to the remaining employees; listen, listen, listen.

2. MANAGER’S SCRIPT FOR REDUCTION IN FORCE

Substance of opening statement:
Because of disappointing financial results (give specifics), the company must take decisive actions to accelerate its turn-around strategy. These actions have been rolled out throughout 2008 and are designed to enable us to focus resources on high-growth, high-return market segments, reduce costs and drive profitable revenue growth. Although significant other changes will be implemented to stabilize its cost structure, a key factor in the successful repositioning of the company to greater profitability is headcount reductions.

As a result of these business conditions, I regret to inform you that you will be laid off.

[Suggested response if the employee asks why they were chosen for layoff as opposed to others: Do not give specific reasons – explain that the company has a reduction in force selection policy and it was followed; all layoff decisions are reviewed by multiple levels of approval.]

I recognize the affect that a layoff may involve. We will provide you with income and benefit assistance in accordance with its policies. The enclosed letter and attachments identify your entitlements as a laid-off employee. In addition, there are a few items that I need to review with you that I believe will be important to you:

Briefly review the key dates sheet.

The attached booklet (the Employee Guide, provided in the RIF package) provides important information about your pay and benefits, as well as the telephone number for who you may contact if you have any questions regarding benefits. Be sure to read these materials carefully, and make sure your year(s) of service, as shown on the Key Dates Sheet, are correct. The year(s) of service should be the years of service since your most recent hire, rehire or recall from layoff.

Also, please verify your correct home address and phone number.

Review the specific transitional items you want to discuss with the employee – how the transition of work is to be handled, when the employee will remove personal effects and arrange for returning company property and materials (laptop, AMEX card, phone calling card, etc.) and answer any questions raised.

Review the Termination Checklist (included in the RIF package) with the employee and the employee’s continuing legal responsibility to protect Company Confidential and Proprietary Information after employment ends.

Outplacement services are provided to individuals affected by a reduction in force as a benefit from the Corporation. An Outplacement Consultant will be meeting with you after our discussion.
OR
An Outplacement Consultant will be contacting you in the next day or so regarding an outplacement workshop schedule and location. The most important thing for you to focus on in the next few days and weeks is your career. I want you to come out of this making a good career move. That is why I want you to meet with the Outplacement Consultant right away and take advantage of these services.

If you don’t have any other questions, I want to thank you for your contributions , and wish you well in your future endeavors.

(Remember: The meeting should last no more than 10 to 15 minutes. You may need to allow the employee a few minutes alone after the meeting.)

3. ANTICIPATE POSSIBLE REACTIONS

In conducting involuntary termination meetings, it’s important to anticipate a variety of reactions ranging from fear, anger, or frustration, to the feeling of rejection. These are normal responses to the news of losing a job, but you should prepare appropriate responses to them. Be on the lookout for extreme behavioral reactions and seek assistance from the HR Business Partner, Corporate Security, the Outplacement Consultant or Employee Relations, if necessary.

Attempt to manage a traumatic situation into a positive, forward-thinking situation through sensitivity, support, and encouragement.

Try to focus on the “upside” of the situation if possible (e.g., the opportunity to assess career direction or start a new educational or career path, etc.).

Do not try and “soften the blow” by allowing the laid-off employee to think there is any chance of reversing the decision. For example, do not say, “If it were my decision alone, I wouldn’t do this…”

The message needs to be delivered that this is a final decision; the employee can apply for posted positions, however, the decision for today’s action is final.

The very angry reaction
If an angry or hostile reaction is expected, you should notify Employee Relations and Security prior to the meeting. The best response to the angry employee is often to restate the statements that describe the situation, the decision, and the support the company is prepared to give during the transition to new employment. (It is advisable to not ask the employee to calm down. They need to have their reaction and it is advisable to give them some space to do so. After about five minutes, if that much is necessary, continue with the presentation.) You should not attempt to turn the angry employee into a docile one. Time and professional counseling, such as that provided through outplacement experts, will further refocus the employee on necessary next steps.

Some possible responses:
• “I’m afraid we’re past the point of looking at alternatives. The decision is made, and it is final.”
• “It’s not a personal decision, Joe. The decision is based on the needs of the business.”

The very emotional reaction
News of the loss of a job affects people differently, sometimes in very surprising and unexpected ways. The best advice is to remain calm and in control. Your best response is to acknowledge the feelings and to help the individual stick to the facts at hand. When confronted with a very emotional response, you must display patience and understanding. Some individuals may begin to cry. When crying is prolonged, a few minutes’ break is suggested before continuing.

Some possible responses:
• “Because we value your years of service, the company has put together a comprehensive separation package.”
• “Why don’t I give you a few minutes? Then we can continue.” (If an Outplacement Consultant is onsite – “I think it would do you good to speak with the Outplacement Consultant. They’ve helped many people get over this hurdle successfully.”)

The manipulative reaction
Sometimes the employee may attempt to play on weaknesses that he/she perceives in you, again in an effort to reverse the decision. Remain calm. Stick to the facts, and repeat the finality and non-recourse of the decision. Wavering or promising to try to change the outcome can lead to hostility or serious complications later.

The out-of-control reaction
Such a reaction may indicate deeper problems and the need for professional help. In the case of such extreme reactions, the Outplacement Consultant is a valuable resource in determining the appropriate next steps. Be sure to contact Human Resources, Employee Relations or Corporate Security in such an instance.

To see  Best pictures of 2008  CLICK here

The pair of shoes which was thrown at Mr. Bush in Iraq has links to Pakistan, said a statement from Pentagon. They have the following proofs:

i) The journalist had visited Pakistan earlier this year. There he was inspired by the shoe throwing at former CM Arbab Ghulam Rahim and Sher Afghan Niazi.

ii)  He received his training of throwing shoes by a Pakistan based Jihadi organization.

iii) The DNA sample of leather has revealed that the animal whose skin was used for manufacturing the shoe had traces of grass which is grown in North of Pakistan and this skin was collected by a Jihadi organization on Eid-ul-Adha this month.

Hearing this, President Asif Ali Zardari and Prime Minister Yousaf Raza Gilani have decided to ban the Jihadi organization and launched a country wide crackdown against all the cobblers in Pakistan.

Human Mind is a very complex object. All your actions, body movements, thoughts, feelings, your past, present and even future is in your mind. All the body functions are dependent on the mind. You walk, talk, eat, drink, smell and taste only through your mind.

Let’s take an example of the PAIN. First thing that will strike you will be what in fact is the Pain? Pain is just another feeling that is translated by your Mind as pain. If your mind doesn’t translate that as pain then you will never feel that as pain. It’s all about your mind that how it perceives any event or occurrence.

If we learn to control our mind we can control our life. Once I read some where that:

BIRDS DON’T FLY BECAUSE THEY HAVE WINGS; THEY FLY BECAUSE THE BELIVE THEY CAN FLY.

You see it is all about your belief and it comes from your mind and concentration of your thoughts. We often hear that someone can bend the spoon just by looking at that for a while or someone can lift himself from ground to float in air or there is somebody who can read your thoughts (TELEPATHY) and someone can make you do everything through HYPNOTYSIM. What is all this?? These all are the supporting examples to my conception and theory of MIND. This is all about Mind Game….your thoughts, feelings, believes and depth of concentration.

Control your mind and you can control anything and everything in world. All I want from you is to THINK about it and THINK BEYOND!!!

In the Qur’an, it is stated that the unbeliever is one who neither recognizes nor appreciates the signs of God. The distinguishing mark of a believer is his ability to see those signs and proofs. He knows that these are not created in vain, and can realize the power and great art of God everywhere and find ways to revere Him. He is one of those men of sense, who “celebrate the praises of God, standing, sitting, and lying down on their sides, and contemplate the (wonders of) creation in the heavens and the earth, (and say): ‘Our Lord! not for naught have You created (all) this! Glory be to You! Give us salvation from the penalty of the Fire.’ ” (Surat Al’Imran 3:191)

At various points in the Qur’an, expressions like, “will you not take heed?”, “…there is a sign for thinking men,” lay stress on the importance of pondering upon the signs of God. God has created an endless list of subjects for reflection. Everything we see and sense in the heavens and on the earth and in between is indeed a manifestation of God’s creativity and, as such should be food for thought. One of the verses gives the example of these divine blessing of God:

“With it He produces for you corn, olives, date palms, grapes and every kind of fruit: verily, in this is a sign for those who give thought.” (Surat an-Nahl, 16:11)

Let us think for a moment of one of the above mentioned items: the date palm. The tree, as is well known, grows up from a seed out of the earth. From this tiny seed (a seed is not even 1 cubic centimetre in size), arises an enormous wooden mass of 4-5 metres long and hundreds of kilograms in weight. The only thing that the seed can use while constituting this great mass is the earth in which it is buried.

How can a seed know how to form a tree? How can it “reason” to decompose the necessary substances in the soil to create wood? How can it predict the required shape and structure? This last question is especially important, because it is not an ordinary wooden piece that emerges from the seed. It is a complex living organism with roots for assimilating substances from the earth, with veins and with branches that are perfectly organized. A human being has difficulty in drawing even a picture of a tree, while on the contrary a simple seed can produce such an extremely complex object by merely using the substances in the soil.

This observation concludes that a seed is extremely intelligent and wise, even more so than we are. Or to be more precise, there is an amazing intelligence in what a seed does. But what is the source of that intelligence? How can it be possible for a seed to have such intelligence and memory?

No doubt, this question has a single answer: the seed is created by being endowed with the ability to form a tree, that is, it is programmed so in advance. Every seed on earth is encompassed by God and grows within His knowledge. In one of the verses it is stated:

“With Him are the keys of the unseen, the treasures that none knows but He. He knows whatever there is on the earth and in the sea. Not a leaf falls but with His knowledge: there is not a grain in the darkness (or depths) of the earth, nor anything fresh or dry (green or withered), but is (inscribed) in a record clear.” (Surat al-An’am, 6:59)

It is God who creates the seed and causes it to spring forth as a new plant. In another verse it is said:

“It is God Who causes the seed-grain and the date-stone to split and sprout. He causes the living to issue from the dead, and He is the one to cause the dead to issue from the living. That is God: then how are you deluded away from the truth?” (Surat al-An’am, 6:95)

The seed is merely one of the numerous signs that God has created in the universe. If men begin to think not only with their minds but also with their hearts, and ask of themselves, the questions “why” and “how”, they will be able to understand that entire universe is the proof of the existence and power of God.

With Thanks to site of harun yahya

Where cables and wires once dominated how and where information was sent, recent advances in wireless technology mean that in homes, offices and elsewhere we are rapidly being set free of their tethers.From using a wire-free headset to make a mobile call, to surfing the internet from wherever takes our fancy, wireless technologies are already having a noticeable impact. And a raft of new advances is set to further de-wire our daily lives.

Here we take a look at some of the short-range technologies that may hasten our farewell to the humble wire.

BLUE TOOTH:

Bluetooth is often equated with the wire-free connection between a headset and mobile phone, but it is in fact used to connect a whole range of devices, including digital cameras, laptops, PCs and games consoles.

The technology consists of chips that use radio signals to transfer information over short distances (typically less than 30m/100ft).

Bluetooth 2.0 is the current version used in most devices and can transfer information that requires low to moderate bandwidths – up to about three megabits per second (Mbps), slightly higher than average broadband speeds.

The technology has relatively low power consumption.

WIBREE / ULP BLUETOOTH:

Wibree, developed by mobile firm Nokia, is able to transfer small amounts of data (in the order of a few kilobits per second) between devices using very little power.

For this reason, it can be used in smaller devices such as watches or gaming sensors.

Bluetooth Special Interest Group (Sig) recently took over Wibree. The result, Bluetooth’s Sig says, will be ultra-low power (ULP) Bluetooth that will sit alongside and be compatible with current Bluetooth enabled-devices.

A whole range of applications have been proffered, from sport and fitness sensors to healthcare devices, such as glucose monitors.

The first ULP products are expected to hit the market in 2008.

ZIGBEE:

Zigbee technology, unlike Bluetooth or Wibree, uses mesh networking.

Mesh networking allows information to be sent through multiple devices, rather than just the two that are “talking” to each other. This has the effect of boosting Zigbee’s data transmission range (potentially to hundreds of metres) and strengthens the network.

Zigbee has lower power consumption than Bluetooth, but it also offers a lower bandwidth for data – 256 kilobits per second – which is comparable to early broadband speeds.

For this reason it is used in industrial and home automation systems, such as for lighting and heating systems.

NFC:

NFC stands for Near Field Communication. It is a very short range technology: NFC enabled devices can transfer a few kilobits when held a few centimetres apart.

Because of its short transmission range, NFC advocates say it is a secure way of transferring vulnerable information.

Mobile phone companies are interested in the technology; it is envisaged that an NFC- enabled mobile could be used to transfer small payments in coffee shops or newsagents, for example.

It is suggested as the technology to could be used in electronic keys, identity documents, tickets and travel documents.

WIRELESS USB:

Wireless USB essentially offers the same things as USB devices, but without the cables. It means that items such as printers, cameras and hard drives can be connected to a PC wirelessly.

It uses ultra-wideband (UWB), a common radio platform that allows large amounts of data to be transferred in pulses, wirelessly. Bluetooth has also announced it will use this UWB platform as a connection method, although products are not yet available.

Its data transfer rate is up to 2Gbps and some have suggested it could be used to transfer large data streams such as high definition video. It is not as power-hungry as its data carrying capacity suggests as it sends information in short bursts rather than continuously.

The first wireless USB products are just beginning to come onto the market.

WI-FI:

Wi-fi (or wireless fidelity) allows connection to the internet, at broadband speeds, without the need for cables.

It has become extremely popular in homes, offices and cafes, and some city centres, such as Norwich, UK, are now wi-fi zones.

As well as using wi-fi to connect to the net, the technology is also being used to connect devices such as TVs and DVDs to computers.

Current wi-fi (standards 802.11b and 802.11g) can carry data at up to 54Mbps, other forthcoming versions will be even faster – standard 802.11n will be able to carry at 200Mbps, which would allow HD video to be transferred.

However, wi-fi has very high power consumption compared with Bluetooth or Zigbee.

DECT:

Dect (Digitally Enhanced Cordless Telecommunications) is typically used for digital cordless phones. Using radio signals, it carries voice data within a 100m range.

It has been a hugely successful technology; cordless phones are used in many homes around the world.

Now, Cordless Advanced Technology (Cat) iq will build upon Dect, by adding Voip and radio services to Dect’s capabilities.

As well as using a handset for telephony, consumers will also be able to use them to listen to internet radio or to browse online phone directories, for example.

The first products are expected to be available later this year.

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