Pre-Termination Planning

□ Document performance issues thoroughly
□ Review progressive discipline records
□ Consult with HR department
□ Seek legal counsel if needed
□ Review employment agreement
□ Check state/local requirements
□ Prepare termination documentation
□ Plan termination meeting
□ Arrange witness presence
□ Prepare final paycheck
□ Review security concerns
□ Plan communication strategy

Legal Considerations

□ Verify at-will employment status
□ Review discrimination risks
□ Check protected class status
□ Document legitimate business reasons
□ Avoid wrongful termination claims
□ Consider litigation risks
□ Prepare separation agreement
□ Include release of claims
□ Offer severance if appropriate
□ Review unemployment impact
□ Comply with WARN Act
□ Follow company policy

Termination Meeting

□ Schedule private meeting
□ Have HR representative present
□ State decision clearly
□ Keep meeting brief
□ Avoid debate or negotiation
□ Explain effective date
□ Review final pay details
□ Discuss benefits ending
□ Request property return
□ Explain COBRA rights
□ Provide necessary documents
□ Maintain dignity and respect

Immediate Actions

□ Escort from premises if necessary
□ Collect company property immediately
□ Disable computer access
□ Deactivate security badges
□ Change locks if needed
□ Secure confidential information
□ Retrieve company vehicle
□ Cancel company credit cards
□ Remove from premises
□ Notify security personnel
□ Block facility access
□ Secure work area

Documentation Requirements

□ Complete termination form
□ Document termination reason
□ File separation notice
□ Prepare service letter
□ Issue COBRA notice
□ Provide unemployment information
□ Give final pay stub
□ Document property return
□ Secure signed acknowledgments
□ Update personnel file
□ Maintain confidentiality
□ Store records properly

Final Pay Processing

□ Calculate regular wages
□ Add accrued vacation
□ Include earned commissions
□ Process within legal timeframe
□ Make proper deductions
□ Issue paper check or deposit
□ Provide detailed statement
□ Document payment
□ Report to payroll
□ Update systems
□ Close payroll records
□ File tax documents

Communication Management

□ Notify team immediately
□ Inform key stakeholders
□ Communicate with clients
□ Update vendors
□ Brief remaining staff
□ Address team concerns
□ Maintain confidentiality
□ Avoid disparagement
□ Redirect inquiries to HR
□ Update directories
□ Remove from communications
□ Manage external messaging

Post-Termination Tasks

□ Process unemployment claims
□ Respond to verification requests
□ Provide neutral references
□ Monitor legal deadlines
□ Maintain documentation
□ Address final issues
□ Process COBRA elections
□ Handle benefits questions
□ Manage appeals if any
□ Learn from experience
□ Update policies if needed
□ Close all matters