By Stephen P. Horner

A timely question, no doubt about that - especially in light of the recent news that Connecticut is one of the leading states in terms of shrinking metropolitan populations over the last few years!

The first part of the answer to your question is to analyze why companies discharge employees in the first place. If we can figure that out, then we are closer to the answer of how to prevent the "employment" axe from falling!

Some of the reasons for discharging employees would include the following:

• poor performance of duties
• "politics"
• writing critical memos about one's boss
• personality conflict with one's boss
• going over boss's head
• "style" issue
• "corporate reorganization"
• violation of rules - insubordination, absenteeism, bad attitude, poor attendance, fighting, drugs, etc.
• discrimination - age, sex, race, religion, handicap, pregnancy, sexual harassment, etc.
• mentor change
• retaliation - filing a claim against the company
• salary too high
• commissions too high
• falling profits

Obviously, some of the above discharge reasons are not within the control of the employer and little can be done to prevent such types of termination. However, several of the reasons cited are within the control of the employee and can be corrected to avoid discharge.

For example, if an employee has received an oral or written warning about his/her violating some company policy, it is clear that the employee should promptly "cease and desist" violating the policy to keep his/her job. Surprisingly, a fair number of employees do not seem to understand what such warnings imply!

Writing negative memos about one's boss or going over his/her head without getting permission are two ways that an employee can help to sharpen the axe for management. Amazingly, you would be surprised at the ignorance that exists regarding what is "politically correct" and what isn't (the above two examples are not).

Receiving a bad job performance evaluation usually is recognized as an ominous omen by most employees. However, not all of them then take the necessary steps to improve job performance.

A recent client of mine was in fear of losing her job because she wasn't able to get her job done by 5 each day and she wasn't allowed to work past 5. When I suggested that she either do some work during her lunch hour or start her job a little earlier in the morning, she thought it was an excellent suggestion.

The performance evaluation should be viewed as exactly what it is: management's perception of your job performance, good or bad. Some employees only focus on the good comments and ignore the bad. Really, it should be the other way around because the negative comments are what could cost you your job... so employees should try to improve those deficient areas by working with their supervisors to develop a game plan on improving them.

Recognizing why one was fired from the last job and/or recognizing one's current job problems is the first step in improving one's chances of staying employed.

Another important step on keeping your next job is to thoroughly check out each company that you are considering for employment. Notwithstanding the fact that many unemployed people would jump at almost any reasonable employment opportunity, taking the wrong job or working for the wrong company can be a huge mistake.

For example, if one takes a job just to have a job and is then fired three months later (after a long career at an earlier company), that employee now looks like he/she has some problem that caused an early termination rather than looking like a perfectly satisfactory employee (after that long career) who was released through no fault of his/her own.

Some suggested steps to check out a potential employer include:

• talk with immediate supervisor/co-employees
• talk with prior incumbent (why did you leave?)
• try to find out why employees have been fired in the past
• sexual harassment tolerated?
• discrimination?
• company's financial picture (about to go under?)
• employee turnover rate (some companies are known as "turnstiles")
• family owned (these can be risky with decisions being based on family grounds)
• work ethic of company (some companies expect total commitment, including evenings and weekends)
• employee relations' philosophy (good... or bad?)
• record of RIF's in past (shrinking or expanding?)

1. When you interview the prospective company, remember that interviews are a two-way street so explore the above areas - don't take just any job - even if desperate.
2. Ask regarding important issues (policies, benefits, job duties) in the Human Resources Department. Seek:
   • Summary Plan Descriptions (SPDs) for the benefit plans
   • Personnel manual
   • Job description
3. Analyze why you lost your last job and avoid same problem at new employer.
4. Avoid the causes of discharge listed above; upon arrival at new employer, find out why people have been discharged in the past.
5. Make yourself more valuable to the company - so they can't manage without you!!! Pick up new skills - computer, etc.
6. Work the "right" hours - early ones may not count if boss stays late.
7. Recognize that "merit" alone frequently is not enough to get ahead - contacts help a lot, so does good interpersonal skills.
8. Develop a good relationship with your boss - is he/she a "yes" man or a "no" man.
9. Be familiar with the Americans with Disabilities Act regarding employer obligation not to discriminate and obligation to accommodate disabilities.
10. Consider getting legal advice when you see "thunderclouds on horizon."
11. In general, know your legal rights regarding wrongful discharge, discrimination, implied employment contracts, torts, etc.
12. Follow the company rules - be on time, few absences, etc.
13. Do the job to the best of your ability; give a lot of effort and be more valuable than the next guy; don't take your job for granted; help company to maximize profits (if they lose money, jobs will be affected - maybe yours!)
14. Seek a contract with good terms and severance clauses.