I see. Thank you for clarifying that, Donna.
There is no standard language required when terminating employees who do not have a contract typically. However, I would normally include a brief explanation as to why they are being terminated--due to work slow-down and performance issues, and also include a notification as to when their benefits cease and how they can expect to be contacted by the benefits representatives with regard to signing up for COBRA
benefits and receiving their 401k benefits from their accounts, or rolling them over.
I would like to note that performance issues are normally not enough to prevent employees who are involuntarily terminated from receiving unemployment
compensation if they are otherwise eligible, so you should expect unemployment applications being filed with the state commission.
It would typically be best to obtain each employee's signature on their notification letter if possible so you have proof it was received by them in the event they claim they were not notified of the termination of their benefits.
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