Check new design of our homepage! Termination Letter Example Termination letters can be a little hard to write for the newly appointed human resources manager.
Being fired is bad enough. Worse is being told, in the termination letter, that you should find a less stressful job due to your heart condition.
Or that your job functions were being transferred out of state, only to find out later that this was not the case. Or that the employer could not accommodate your schedule request even though your supervisor had previously approved it. In each of these real-life scenarios, the termination letters provided evidence that the employers engaged in unlawful discrimination or retaliation.
The employer told its disability insurer it would accommodate the employee, who sent emails indicating his intent to return, but the employer then hired two replacements without physical limitations and sent the employee a termination letter that referred to his heart condition and the need for him to find a less stressful job.
The federal district court in Louisiana found that the letter suggested that the employer regarded him as disabled and terminated him for that reason Thomas v Hill. Silence is not golden. Some attorneys might suggest that cases like this are a good reason to remain silent in the termination letter as to specific reasons for the discharge, but when it comes to questions of intent in discrimination and retaliation cases, silence is not golden.
In one case, an employee who had threatened to sue the employer in the past was fired after violating a policy on computer use at work and after requesting an accommodation for his leg injury. The termination letter was silent as to the actual reason for his discharge, merely stating that the company was an at-will employer.
To a federal district court in Arizona, this was inconsistent with termination letters the employer provided to other employees because their letters specified the reasons for their terminations. Given the importance of wording a termination letter just right and handling the termination process well, employers should take steps to avoid common pitfalls.
Verify the basis for discharge. Before writing the termination letter, review records, interview supervisors, or take other measures to confirm the factual basis for the discharge. For example, if an employee approved for FMLA leave was later fired for excessive absences, make sure none of the absences underlying the discharge were FMLA-qualifying.
In another example, a termination letter stated that an accounts payable position was eliminated due to a new electronic record system, but other evidence suggested to a district court in Tennessee that the job was not actually eliminated by the time the employee would have returned from maternity leave, so she advanced her retaliatory discharge and FMLA interference claims Hawkins v The Center for Spinal Surgery.
The contradiction suggested pretext Kennedy v Heritage of Edina, Inc. Make sure the decision is consistent with any disciplinary policy. And even if there is no doubt that an employee violated a policy, ensure that the level of discipline is consistent with that imposed against others who engaged in similar conduct.
Maintain a professional tone. The termination letter should be typed and should be professional and objective in tone. Do not mention health, age, sex, pregnancy, disability, or other protected characteristics in the termination letter or meeting.
Discuss the termination face-to-face. If possible, meet with the employee and deliver the letter to help avoid misunderstandings and address concerns that any individual might have upon being fired.
The letter could provide a good outline for what should be discussed in the termination meeting, and following the letter could help the HR rep or other person conducting the meeting maintain a professional demeanor.Like these termination letter samples, your letter will include an introduction, a body, and a conclusion.
The introduction should state your core information listed above and should use the official term agreed upon by the company (for example “termination,” “separation,” .
Letter of Termination Sample for misbehaving and abusive language to the higher management. Its a letter of termination of services if the management take a decision to dismiss any employee for the bad attitude with other staff members or management.
The termination letter also serves to document the employment action and, if EEOC charges are subsequently filed, can provide a ready response to any ensuing inquiry.
With that in mind, be sure to have the employee sign the termination letter to acknowledge receipt. 39 synonyms of termination from the Merriam-Webster Thesaurus, plus 52 related words, definitions, and antonyms.
Find another word for termination. a real or imaginary point beyond which a person or thing cannot go Synonyms: bound, boundary, cap.
Employee termination letter is an instrumental tool for the organization during termination of an employee due to various reasons like a layoff, poor performance of the employee, market fluctuations, contract termination or to take disciplinary action against the employee. The written notice or the tenancy termination letter should include the address of the leased or rented property, the exact date of termination, and the landlord’s signature.
Of course, if this is a fixed-term tenancy, the landlord can’t just have the tenancy terminated anytime.