Checklist for Termination Action
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FAQ
Termination letter due to layoffs/downsizing. Termination letter for cause (misconduct/performance/attendance, etc.) Termination of business contract.
California Labor Code Section 2808(b) requires employers to provide to employees, upon termination, notification of all continuation, disability extension and conversion coverage options under any employer-sponsored coverage for which the employee may remain eligible after employment terminates.
The employer should consider whether the affected employee falls into a category that is protected by federal, state or local law. Employees may not be discriminated against on the basis of race, religion, age, citizenship, sex, sexual orientation, national origin, marital status, disability and certain other factors.
Talk to the employee. There are many ways an employee can tell you they're quitting. Collect company property. Remove employee access. Pass out paperwork. Have an exit interview. Let people know. Update records. Distribute final paycheck.
The employer must provide the employee with his or her final paycheck during the termination meeting.In addition, make sure to provide the employee with all documentation regarding applicable benefits (including retirement benefits and insurance/COBRA information, if applicable) and unemployment benefits.
Incompetence, including lack of productivity or poor quality of work. Insubordination and related issues such as dishonesty or breaking company rules. Attendance issues, such as frequent absences or chronic tardiness. Theft or other criminal behavior including revealing trade secrets.
Identify and Document the Issues. Coach Employees to Rectify the Issue. Create a Performance Improvement Plan. Terminate the Employee. Have HR Conduct an Exit Interview.
