Employee Termination Letter

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Section 1 of 110 of 43 answered

Employee & Company Info›Termination Details›Risk Review…

Employee & Company Info13 questions

1. What type of business entity is the company entering into this document?

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2. In which state does the employee primarily work?

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3. What is the full legal name of the employer / payroll entity?

4. Does the company operate under a trade name or DBA different from the legal entity name?optional

5. What is the employer's principal business address?

6. What is the name and title of the person signing this letter?

7. What is the HR/signer's contact email for post-termination questions?optional

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8. What is the employee's full legal name?

9. What personal (non-company) email address should receive post-termination notices?optional

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10. What is the employee's job title?

11. What department or team did the employee work in?optional

12. What is the employee's classification?

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13. What was the employee's original hire date?

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Termination Details7 questions

14. What is the effective date of termination?

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15. What is the employee's last day actually worked (if different from the termination date)?optional

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16. Is the employee being given advance notice, working a notice period, or receiving pay in lieu of notice?

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17. What type of termination is this?

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18. Is the employee 40 years of age or older?

19. Is this termination part of a layoff, RIF, site closing, or group separation affecting multiple employees?

20. Have you determined whether the federal WARN Act (60-day advance notice) or a state mini-WARN Act applies to this termination?

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Risk Review4 questions

21. Is the employee currently on, recently returned from, or has recently requested any protected leave or accommodation?

22. Has the employee recently engaged in any of the following protected activities?

23. Are any of the following special statuses applicable to this employee?

24. Has this termination been reviewed by employment counsel or a senior HR professional?

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Reason for Termination3 questions

25. What reason language should appear in the employee-facing letter?

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26. What corrective action or documentation preceded this termination?

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27. Internal HR/legal notes (will NOT appear in the employee-facing letter)optional

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Final Pay & Benefits7 questions

28. When will the employee's final paycheck be issued?

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29. What components are included in the final paycheck?

30. Are commissions, bonuses, incentive pay, or equity-linked compensation owed, pending, or subject to clawback?

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31. Will accrued unused PTO / vacation be paid out with the final check?

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32. Are any expense reports, travel reimbursements, or corporate card charges pending?

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33. On what date do the employee's health benefits (medical, dental, vision) end?

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34. Are there retirement plan, 401(k), pension, or deferred compensation matters to address?

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COBRA Notice1 question

35. Was the employee enrolled in the company's group health, dental, or vision insurance?

Severance / Separation Agreement1 question

36. Is the company offering severance pay or other separation consideration?

Company Property Return6 questions

37. What tangible company property must the employee return?

38. Must the employee return or permanently delete company data, digital files, or confidential information?

39. Did the employee use personal devices, personal email, or personal cloud storage for company work?

40. Is there an active litigation hold, investigation hold, or preservation order affecting this employee's data?

41. By what date must all company property and data be returned or deleted?

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42. Will system access (email, software, VPN, building, databases) be terminated immediately upon separation?

Post-Employment Obligations2 questions

43. Did the employee sign any post-employment agreements during their tenure?

44. How should non-disparagement be addressed in this termination?

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References Policy2 questions

45. What is the company's reference policy for this employee?

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46. Is the employee eligible for rehire?

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Additional Terms7 questions

47. Is there a paid transition period where the employee remains actively employed?

48. What position, if any, will the company take regarding unemployment claims?optional

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49. How will this letter be delivered to the employee?

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50. Will the employee be asked to acknowledge receipt of this letter?

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51. What documents will be provided with or immediately following this letter?optional

52. Any additional terms, conditions, or statements to include in the letter?optional

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53. Will this document be signed electronically?optional

✓ Grounded - not a guessArti is filling the attorney's framework with your answers - it never writes the law.

Required - please read and check this box to generate:ArtiEsq provides self-help legal information and document automation. ArtiEsq is not a law firm, does not provide legal advice, and use of this product does not create an attorney-client relationship. You are responsible for reviewing the document and determining whether you should consult a licensed attorney for legal advice about your specific situation.

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