IT Support for New Brunswick Small and Mid-sized Businesses

NetAdmins provides enterprise-class IT services & tech support to New Brunswick, Nova Scotia and PEI small and mid-sized businesses. We manage every part of your IT, so you can focus on what you do best—running your business.

Partnering with NetAdmins is like having an entire IT support department at your disposal, whenever you need it. With a range of services including IP telephony (VoIP), email and web hosting, data back ups, paperless document management, security audits and 24-hour IT helpdesk, New Brunswick businesses can count on us as their only stop for business IT solutions.

On top of our à la carte offerings, we also provide comprehensive Managed IT Services in New Brunswick, Nova Scotia & PEI—including unlimited onsite and remote IT support, so you have a constant hedge against IT disasters. Our skilled computer technicians in New Brunswick maintain your business IT systems, keeping them in top shape, and minimizing downtime.

We make sure your managed IT services in New Brunswick are stronger and more secure so your users can be more productive and focused on your core business—always at a savings to your bottom line.

Contact us today to learn more about our Managed IT Service plans or our range of expert IT and communication services.

fire an employeeNo matter how much of a superstar manager you are, you will lose employees at some point throughout the life of your company, whether you end the employment, or the employee chooses to leave the company. It’s just the nature of running a small business.

How to end employment fairly

If things aren’t working out well with an employee, it’s crucial to carefully check your options before firing someone.

There are many unethical methods of terminating employees that can get you into trouble with the United States Department of Labor or Canada’s Labour Board – and you don’t want that kind of stress or bad reputation on your shoulders. Review your employment contract and make sure that the employee actually is in breach of the contract — not performing required duties or fulfilling the documented responsibilities — to be sure that your termination is legal. Termination procedures should be listed in the employment contract, including details about the amount of notice you’re required to give the employee, or payment due in the absence of that notice.

The importance of an exit interview

Once you are very, very, very, very sure that the termination is legally and ethically acceptable and you have delivered the termination notice, you should hold an exit interview before the employee’s last day. Exit interviews are critical — they help the outgoing employee to understand the problems and reasons behind the termination. Clearly and respectfully discuss the reasons for it and the warnings that were given.

If it’s the employee deciding to leave the company, ask questions about the corporate culture, job expectations and any concerns they may have had during their work experience. Terminating employees should follow the same rules regardless of who the employee is, and the situation should not be discussed with others in the workplace.

Thanks to Leslie Roberts at GoForth Institute for sharing this information, learn more at

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