This review list is intended to inform you about this document in question and aid you in its preparation. This termination letter should be issued to Employee when the Final Release form is signed, and one copy given to the Accounting office. The Final Release is the more significant of the two papers and should be dealt with first, followed by the Draft Release.
This second document deals to the terms of separation, including but not limited to keys, company property, and the like. It is our business experience that you should remain firm on the basis that no signature equals no severance. This is your greatest chance to have the documentation in place prior to a lawyer or government representative being called in. After getting these signatures, no firm of mine, at least to my knowledge, was ever sued, much less required to pay any more funds in any settlement.
- Prior to the meeting, the severance amount should be determined. Do not waver on the matter or you may finish up unraveling the entire deal.
- Be careful to acquire all keys to the property and limit the dismissed employee’s access to their workplace. Suggest they are better off leaving for personal reasons. You can package up their things at a later time. If you foresee any complications, have someone to package up the products while conducting this meeting.
- Remember it is your right to escort them off the premises for whatever cause of your choice as long as you do not divulge it. Do not examine the whys and wherefores of termination. You can terminate people at will, as a rule. However, you may not terminate them for a series of specified reasons, and that list develops on an ongoing basis. The less said, the better.
- If the dismissed employee wants your feedback regarding their performance, reference or the like, advise them to take care of today and call you tomorrow about it when they have a chance to dwell upon what they want. You’ll be able to get them out of the building while still staying out of hot water. It also provides for a lot more measured employee response so you can aid them, to the degree you are able, to help them obtain another job swiftly.
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Termination, During Probation Period
Personal and Confidential
Name of Employee:
This letter confirms our conversation today stating that the Company (“Employer”) has decided not to continue your employment (“Employee”) during the Probationary Period, and, accordingly, your employment will end effective today.
The Company is granting you one additional week pay for your service during the Probationary period and your return of all company property including keys, cars, equipment, and any other company owned items under your possession, custody, or control.
If you have any questions with respect to this Agreement, do not acknowledge this document until these questions have been cleared up to your satisfaction. If you do not sign this Agreement today, the Company withdraws its offer for one week of additional pay in consideration of your signing this Agreement and your termination stands, as well as your obligation to return all Company property as mentioned in paragraph 2 above.
Yours very truly,
Authorized Name of Employer
Acknowledgment by Employee
Termination, During Probation Period
This review list is provided to inform you about this document in question and assist you in its preparation. This termination letter should be presented to Employee after the Final Release form is signed and one copy given to the Accounting office. The Final Release is the more important of the two documents and should be handled first.
This second document relates to the terms of separation, including but not limited to keys, corporate property, and the like. It is our business experience that you should stand firm on the grounds that no signature means no severance. This is your best chance to get the documents in place prior to a lawyer or government official being brought in. After gaining these signatures, no company of mine, at least to my knowledge, was ever sued, much less had to pay any additional monies in any settlement.
1. Severance amount should be fixed prior to the meeting. Do not waver on the subject or you will wind up unraveling the entire agreement.
2. Be sure to get all keys to the property and limit the terminated employee’s access to their office. Suggest they are better off leaving for personal reasons. You can box up their goods at a later time. If you anticipate any problems, get someone to box up the goods while having this meeting.
3. Remember it is your right to conduct them off the premises for any reason of your choosing as long as you do not disclose it. Do not discuss the whys and wherefores of termination. You can terminate people at will, as a rule. However, you may not terminate them for a host of specific reasons, and that list expands on an ongoing basis. The less said, the better.
4. If the terminated employee wants your input about their performance, reference or the like, tell them to take care of today and call you tomorrow about it when they have a chance to reflect upon what they want. This both gets them off the premises and keeps you out of trouble. It also makes for a much more measured employee response so you can assist them, to the extent you are able, to help them get another job promptly.