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Before You Decide to Terminate

• Performance or conduct issues are documented.
• Job expectations were clearly communicated.
• Feedback was provided and documented.
• Opportunity to improve was given (unless misconduct was severe).
• Termination reason is legitimate and non-discriminatory.

Preparing for the Termination Meeting

• HR has reviewed the personnel file.
• Final pay and benefits have been calculated.
• Required forms and notices are ready.
• Employment agreements have been reviewed.
• Termination letter prepared.
• Severance agreement prepared (if applicable).
• Plan for return of company property.
• Status of projects and responsibilities evaluated.
• IT and security plan in place.
• Transition plan and timing identified.

During the Termination Meeting

• Two employer representatives present at termination interview.
• Decision communicated clearly and calmly.
• Final pay and benefits explained.
• Appropriate notices provided
• Employee agreements reviewed.
• Company property addressed.
• Cleaning out office addressed.
• Severance agreement discussed, if applicable.
• Meeting documented.

After the Termination

• Systems and building access disabled.
• Employee files and data secured.
• Exit interview scheduled (if appropriate).
• Unemployment or claims monitored.
• Transition of projects monitored.
• Team and stakeholders notified appropriately.

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Make sure that HR and/or legal counsel approve before executing a termination checklist. This checklist is not legal advice.