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Today, ProPhase Labs has a very low turnover and Ted is philosophical about layoffs. “I really care about every employee, even the ones I have to fire,” he says. “I want to help them find the right job for them. No one should work in a position where their strengths do not meet the demands of the job. A trial contract may be terminated at the end of the probationary period if the board determines that the best interests of the district are served by the termination of the employment relationship. The board`s decision to terminate in the best interests of the district is final and cannot be challenged (TEC § 21.103). If the district does not announce the termination of the trial contract at least 10 days before the last day of class, the district may be required to employ the employee under another trial contract or a permanent or fixed-term contract under the policy. The type of contract required depends on the employee`s years of experience. The purpose of this letter is to inform me that I/we will not renew your lease for [rental unit address].

[OPTIONAL: Reason for non-renewal]. According to [the terms of the lease / {name of state}, this letter serves as [#] notice of non-renewal. [[I am writing to inform you]/[This letter serves as confirmation]] [Company Name] does not renew the [Contract Name], dated [Date of Agreement]. [Reason for non-renewal.] If her performance was the reason she didn`t renew her contract, she should have been warned, albeit in a different way. Sometimes a tenant does not want to renew because he is moving to a new city or state, has a big life event that changes his life situation, or because he is not satisfied with the property. Either way, here`s what you can do if a tenant provides you with a lease letter to the landlord without extension. The owner is not required to write down specific reasons for non-renewal unless he needs to. When the landlord records the reasons, they must ensure that they are not discriminatory or reciprocal. Otherwise, they may face legal difficulties. “We had only been a company for less than two years and we hadn`t diversified our portfolio – we were 100% dependent on this contract,” she says. The template on this page informs a tenant that renewing a current lease is not an option and can be viewed in the sample image on this page.

To get your copy, you need to determine whether you want to work with a “PDF” file, a “Word” document, or an “ODT” file, and then select the appropriate button on that page. For simplicity, you can also make this selection via the “Adobe PDF”, “MS Word (.docx)” or “OpenDocument” links in this section of the site. Consider logistics The physical environment in which you deliver the news should be a private, quiet space or office, Molinsky says. Prepare a box of tissues. The goal is to “maximize your comfort in conveying the message” while granting dignity to “the person who is liberated.” Your safety is another consideration. “Often the person`s reaction is shock or sadness, but the person may get angry.” With that in mind, Stybel recommends that you “make sure the person has direct access to the door in case they get emotional” and need to leave. “Make it easy for the person to rush outside,” he says. While there`s “no right time of day” to tell someone they don`t have a job anymore — honestly, they`re all terrible, “try to do it on Friday because it gives the person the weekend to take care of it,” he says.

“If they do it on Monday, everyone will talk about it for the rest of the week.” And if you close an entire department, it might be better to announce the layoff to everyone at the same time, Molinsky said, “since they all suffer the same fate.” The loss of the contract forced Danielle to lay off 26 workers. She felt absolutely terrible. “I was very close to each of my employees,” she says. “These were people who had left secure jobs as critical care nurses and paramedics because they believed in the issue and because they believed in me. “All organizations need an `effective, efficient and standardized process` to deal with layoffs,” and everyone – managers and potential managers – should be trained on how to do that,” Stybel said. “Training makes it a less scary task,” he adds. The problem, Molinsky says, is that most organizations “don`t necessarily see the need to provide extensive training, as it costs time and money, and layoffs are relatively rare.” This, he says, is an oversight. Companies that slander layoffs “suffer enormous consequences,” including unlawful dismissal lawsuits and reputational damage. “It`s a no-brainer to invest resources to do this right,” he says.

If your company doesn`t offer training, Molinsky suggests seeking advice from mentors who have direct experience laying off employees. If the situation concerns a sensitive issue such as an employment contract, you should only send the letter after speaking to the person by phone or in person to explain your decision not to renew. In some contractual relationships, it may be useful to communicate the termination in person or by telephone before sending the formal letter of termination of the contract. If you choose this option, the letter remains crucial, but can be designed as a “confirmation” to confirm the previous conversation. Be direct The scenario for letting an employee go is relatively simple, Molinsky says. “Go quickly to the basics: be direct, be honest and don`t talk about small words.” Stybel recommends starting the conversation with the words: “I have bad news to announce today,” as this prepares the individual emotionally. It`s like saying, `I`m about to hit you in the stomach, rather than hit you in the stomach,`” he says. Then say something like, “The purpose of this meeting is to tell you that your career in this company is over.” Then give the person a file with the starting agreements. If your company offers outplacement services, say, “As part of the respect we have for you, we have hired a company to help you succeed in recovering.” Then, hand the meeting over to the consultant or human resources representative who will explain the next steps. “It doesn`t have to be long and tedious,” says Stybel. “Say what you have to say, and then leave the room. The outplacement company should take over.

Although much rarer, current contracts are unique in that any termination of employment is considered termination – regardless of when it occurs – because the contract never expires. Current contracts are therefore never subject to non-renewal, and educators employed under them may at any time contact the Commissioner of Education for an independent hearing. A: The best way to treat your team members with dignity is to talk openly with them about their performance and career prospects and make suggestions for change. You also need to be clear about your requirements for the job. If you`re not open, you`re doing a disservice to your employees – and yourself – .. .