2. Include a comprehensive trade secrets and confidential information policy in the company handbook and manual.

3. Display posters reminding workers of their obligation to protect company assets and publish such reminders on a continuing basis in company journals, work rules and policy manuals.

4. Distribute memos on an annual basis reminding key employees of their continuing obligation to protect company assets and secrets and retrieve all signed and dated forms.

5. Remind employees of their duties not to exceed authority, not to work for a competitor, and not to make secret profits.

6. Explain common anti-trust violations, particularly to your people in sales so potential problems in this area can be minimized, particularly in key areas including deceptive practices, refusal-to-deal situations, resale restrictions, tie-in and other restrictions, and price discrimination.

7. Take action to avoid violating numerous employee privacy rights. Areas to be especially careful include wiretapping and eavesdropping, interrogations, searches, and employee testing.

8. Do not retaliate against workers who assert union rights, voting rights and other rights of due process.

9. Always document problems in the employee's personnel file.

10. Prepare performance reviews and appraisals regularly; never inflate them.

11. State your performance appraisal policy in the company handbook.

12. Prepare forms correctly and train supervisors to prepare appraisals correctly.

13. Discuss all problems with higher level supervisors before discussing the performance appraisal with the employee.

14. Develop uniform policies with respect to employees who are given unsatisfactory reviews; never play favorites.

15. Always respond in writing to criticisms received by the appraised employee.

16. Keep the contents of all appraisals confidential.

17. Specify in your company's handbook or employee manual the kinds of conduct that are serious enough to justify immediate termination without a warning.

18. Prepare a system of progressive discipline suitable for your company.

19. Prepare written deficiency notices properly.

20. Give ample opportunity to hear the employee's version of the story before taking further action.

21. Instruct company supervisors to avoid confrontations at disciplinary conferences.

22. Use a supervisory pecking order effectively and consider suspensions without pay as a final recourse before firing, depending on the circumstances. Remember -- while applying disciplinary measures uniformly and consistently, there may be exceptions to company policy when considering the nature of the job and the circumstances of each particular case.

23. Take steps to insure on-the-job discrimination is avoided.

24. Never retaliate against workers who complain about on-the-job discriminations, particularly sexual harassment.