One day we have received a call from a regional Vice President of a multinational company running its business in Ukraine through its' wholly owned subsidiary. VP has asked for an 'eye-to-eye' meeting somewhere outside of the office during his upcoming visit to Ukraine. At that time, our firm was rendering legal services to Ukrainian subsidiary for more than a decade and, therefore, we met most of the office personnel, not to mention, mid and top level management.
During our meeting, VP has informed us that HQ took a decision to discontinue employment relations with one of the Top manager of a Subsidiary due to the 'lack of trust'. VP has also emphasized that because of 'access level' of the person in question, their ability to take any kind of managerial decisions and management control over subsidiary's departments (e.g., Legal, HR, IT, Security etc.), the whole process of employment termination should be completed without involvement of local internal (corporate) departments (until X-Day) and, on top of that, in 'One Go' .
In other words, our firm was entitled and entrusted to do whatever is necessary to make said person to leave the Company without creating any potential legal risks to the Company and avoiding potential damages to the Company and its' Subsidiary through information leak.
Once 'home work' has been completed by our staff we called for a meeting with the Top manager in question, in the course of which we disclosed our findings and arguments, so the manager voluntarily decided to leave the Company the same day.