Following an employee’s policy violations, misconduct or substandard performance, you may conclude it’s time to send the worker a termination letter. How that letter is worded might save you a legal headache.
“When involuntarily separating an employee, a termination letter is appropriate. Some states do not require such a letter, but more information, if well-crafted, often diffuses a former employee’s drive toward litigation,” said Merrick Dresnin, an HR consultant with MD-HR Consulting Services in Washington, D.C. “People appreciate upfront, honest communication.”
