We are very blunt here, but if you are concerned that a staff member will take legal action, even if they have no justification, we advise you to consult your lawyer on the reasonable amount of severance pay (and if dismissal is even the right solution). If the worker in question is an employee, such as a restaurant manager, severance pay is more frequent. This is because there is no documentation on performance or behavioral problems or that the termination is due to non-performance issues (for example. B the employee does not agree with the management of the company). As long as you do not have an employment contract with your employee, you can include an unblocking of rights or an agreement not to take legal action in your termination contract. This means that, by signing the contract and in exchange for severance pay, the employee is required not to sue you or to assert definitive rights against you in connection with his employment or termination. They could, for example, prohibit the rights to irregular dismissal or discrimination on the basis of the employment relationship. This termination agreement, valid [date], is between [employee`s name] and [employer`s name]. The employer may have additional financial obligations to the worker because of the termination of the relationship.
In „III. Severance pay“ will determine whether the employer will make payments to the employee after the end of the employment period. If the employer is not required to make payments in addition to the employee`s normal wages, mark the box with the words „No severance pay.“ If the employer is required to make an additional payment to the employee, check the „Single Payment“ box and enter the dollar amount that has been disputed by the employee as severance pay and enter it in the first empty line of that choice. If this is the case, continue with „A“ in this selection and report if additional severance pay is given to the employee. If not, check the box entitled „No Different Severance Pay.“ If so, check the „Other Sections“ box and indicate what such severance pay is in the empty line provided. If the employer expects it to be more than a severance pay, leave the first two unmarked options in this selection and mark the „Multiple Payments“ box. They must also define the dollar amount of each payment the employer must make to the employee on the empty line after the dollar date with the last calendar date, if these payments can be made under the terms „Ending On“. Then determine the frequency of these payments by checking the box „Week,“ „Bi-Week,“ „Monthly“ or by filling out a specific calendar in the empty line provided.