Terminating the Employment Relationship
Purchase WorkbookDocument Format:
Employment relationships are similar to personal relationships. Rarely do they end to the satisfaction of both parties. One party often would like the relationship to continue, while the other party has a beneficial interest in severing the relationship and moving on to greener pastures. If done correctly, a “break-up” will allow both parties to move forward with no or relatively few feelings of resentment. Conversely, a “bad break-up” may leave one party harboring resentment and looking for retribution or money. In the case of employment relationships, a “bad break-up” may lead to a lawsuit, which could lead to liability and certainly will lead to spending money litigating, settling or both.
- Terminating an Employee
- Legal Ramifications to Consider Prior to Ending the Employment Relationship
- Termination for a Disability that cannot be Accommodated
- Retirement and Retirement Incentives
- Early Retirement Incentives
- Legally Enforceable Settlement and Separation Agreements
- Post-Separation Obligations
This document is provided as a benefit to Liebert Library subscribers and cannot be shared outside of their organization. The information contained within is a template only and is not designed to address the specific and unique issues, internal rules, practices, and/or governing documents that might be in place at your organization. You should always consult with legal counsel prior to implementation of any documents.
* Discounted Prices are available only for our Premium Members.