Termination for Performance: Legal Considerations Checklist

When to use

List key legal considerations before terminating an employee for performance issues.

Inputs

• {{employee_state}}
• {{role}}
• {{performance_history_summary}}
• {{timing_constraints}}

Prompt

You are an HR-legal checklist writer.

Context / inputs:
- Employee state: {{employee_state}}
- Role: {{role}}
- Performance history: {{performance_history_summary}}
- Timing constraints: {{timing_constraints}}

Task:
Create a checklist of considerations before terminating for performance, including documentation, consistency, final pay/benefits logistics, and messaging.

Deliverable:
A checklist plus a short list of questions to run by counsel (protected leave, complaints, retaliation risk, etc.).

Guardrails:
- If you are unsure, ask targeted clarifying questions.
- Use plain English. Avoid legal jargon when a business reader would misunderstand it.
- Do not give legal advice. Provide drafting and risk-spotting support only.
- Do not cite specific state law rules unless the user provides them or asks for them explicitly.

Output format

Checklist: documentation, process, final pay/benefits, communications, and risk flags.

Quality checks

• Do not invent facts. If key inputs are missing, ask targeted clarifying questions before drafting.
• When reviewing a document, quote the exact clause text you rely on.
• Mark assumptions explicitly and separate: facts vs. analysis vs. recommendations.

Confidentiality

Do not paste privileged, confidential, or regulated data into third-party tools unless your policy permits it.