[Date]
[Employee name]
[Address]
[City, State, ZIP Code]
Dear [Employee name]:
I hope this letter finds you recovering well [adjust language as appropriate]. You have been absent from work since [date] and you have exhausted all available sick and vacation leave as well as the unpaid leave of absence granted to you as an accommodation. You are not eligible for any additional leave as required by state and federal laws or under any company policy and we are unable to continue accommodating your absence. Regrettably, we must terminate your employment effective [date of this letter].
As a separating employee, there are a number of issues you will need to be aware of. You will receive information in the mail in the next few weeks regarding continuation under COBRA of any health care benefits in which you are enrolled. Your health benefits will end effective [date]. Any questions regarding your health benefits and transition to COBRA can be addressed to [name and contact information].
[**Add additional benefits details here (e.g., supplemental medical and dental coverage, group term life insurance, dependent life insurance, flexible spending account, profit sharing, 401(k) plan, etc.). Please remember to check SPDs or plan documents to determine what benefits to include, obtain a good description of how the termination will impact the plans and any opportunity for continuation. Also add any contact information for questions on these benefit plans.]
Please contact [name and contact information] to coordinate the return of all company property listed below:
[List items]
Your final paycheck will be available [insert date]. You may pick up your final paycheck at [insert address]. If you would like your final paycheck to be mailed, please contact [name and contact information].
To ensure you receive documents and notices from the company, please notify us if your address changes. If you have any questions, please contact me at [phone number and/or email address].
Sincerely yours,
[Name]
[Title]
Copy: Personnel File
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
Related Content
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.