Company Property Checklist

Depending on the value of the property at issue, an employer may be able to file a small claims action against a former employee who won't return its property. Also, in some circumstances you may be able to put an employee on an unpaid suspension pending the return of property.

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.

You can start this off by saying: "Per company policy, employees must return all property back to the organization in insert number of days after a termination/layoff/etc."

Immediately develop a hiring plan to replace the employee. Frame the resignation as an opportunity for remaining team members to take on new responsibilities and learn new things. Publicly acknowledge the employee's departure and his contributions to the team.

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.

Termination letter due to layoffs/downsizing. Termination letter for cause (misconduct/performance/attendance, etc.) Termination of business contract.

The file should have an employee termination checklist form to be followed and basic details of the employee such as name, department, position as well as important details such as the reason for termination, last day of work and the name of the person handling their file.

Go somewhere private and then lead with the punch line, says Glickman. She suggests you begin by saying, I have some bad news for you. Today is your last day here. Then state the reason for termination in one simple sentence. Be transparent, she says.