The ADEA compels you to write the severance agreement so the average eligible person can easily understand it. Some companies also include suspensions, both paid and unpaid, with the final written notice. My advice is to do this as soon as possible before someone in your chain of command or in Hr has a change of heart. o If you're separating the employee, you must prepare a severance package, write a lay off notification and hold a dismissal meeting. When writing your letters of separation, include some simple, and obvious, details. Protecting the You and Your company with a Notice of Termination. You can do this through escalating discipline, which is set up to try to help improve the worker's performance. While this presents a different set of problems, you still should handle it delicately. Once you decide this is a low-risk separation, you separate right away and give your guideline severance package to the jobholder. o Step 8: Schedule the termination meeting date and conference room. Otherwise, you find yourself in the middle of a unlawful layoff lawsuit. When terminating a jobholder the goal is a peaceful resolution.

o Young children employed by parents. Other reasons for employee termination are more distasteful. When your illegal lay off suit goes to trial, the jury will laugh at your stupid reason just long enough to give a whopping large award to your ex-employee. One of many valid reasons (incompetence, violation of company rules, necessary downsizing, and the like) has brought you to this decision.