Arizona employers should consider including this statement in their handbook to communicate to employees their rights under the Employment Protection Act, Arizona's constructive discharge law.
As mandated by the Michigan Unemployment Insurance Agency, all employers should provide the Michigan Unemployment Compensation Notice (UIA 1711) to an employee upon termination.
An employer may use this form to build or reach a severance or termination agreement with an outgoing employee when the employer is either contractually bound to provide severance or it determines that providing severance is in its best interests. Common scenarios in which employers elect to provide severance are when they desire a (mostly) clean break with an outgoing employee, they desire to maintain good relations with the outgoing employee or when the employer desires some protection from the outgoing employee against risks associated with litigation, competition or security.
A severance or termination agreement is a very effective tool for an employer to use to make a mostly clean break with outgoing employees. However, there are important restrictions on the type of consideration employers can ask for as part of severance or termination agreements. This How to will help employers walk through the process of negotiating and drafting such an agreement and can be useful in protecting the company and ensuring the agreement is enforceable in a court of law.
As mandated by the Department of Labor and Industrial Relations, Workforce Development Division, Hawaii employers must post the Hawaii Required Notice to Dislocated Workers/Plant Closings Poster.
As mandated by the Nevada Department of Employment, Training and Rehabilitation, a Nevada employer must provide a separated employee the Nevada Information for the Unemployed Worker Notice.