The agreement we have just concluded should be read once it is finalized. All facilities should also be reviewed and taken into account until the date of implementation of this agreement by the employee and the employer. This objective will not be achieved until both parties sign at the end of this document. If the employer is a business entity, a formally elected agent should be appointed by the board of directors or the business owner and scheduled for that signature. Recommended separation – It is recommended that each former employee be given two (2) weeks of severance pay after the termination of their employment relationship, as long as he or she signs a separation contract. In order to compensate both parties, the parties would have to approve a separation agreement stipulating that no party is guilty of wrongdoing and that the dismissal of the worker was due solely on the basis of his actions. In addition, in the case of mandatory severance pay for staff, payments and amounts should be indicated in this agreement. 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. Once this has been done, you take care of item “A” in this choice, either by marking the box with the inscription “No other severance pay” or by indicating “Other severance pay” and then by indicating the additional severance pay that the employer must make available to the employee. In the following article, “IV. Restitution of the property,” we will report whether the employee must return the property to the employer. If the employer does not have such a requirement for the worker, mark the box with the inscription “No obligation.” If the employee is supposed to return the item to the employer, mark the “Employee Liable To Return” box, which requires a manifest of the item that the employee must return, entered the empty line after the words “… Returned to the employer. If the employee needs to return these items after a given calendar date, report that calendar date for both spaces in item “A) Return Date.” The following article will also require our attention.
In “V. Non-Compete,” we will address the employer`s potential concerns about intellectual property security, trade secrets, etc. If the employer does not expect the worker to be a worker in the “… Same Or Similar Industries That Directly Indirect Orly Compete” with employers` business, then check the first quince box.