[{"data":1,"prerenderedAt":461},["ShallowReactive",2],{"document-notice-of-layoff_1-D514":3},{"document":4,"label":24,"preview":11,"thumb":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":174,"customdescription":6,"mdFm":175,"mdProseHtml":460},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":23},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: announcement of POTENTIAL layoffS Dear [Contact name], Unfortunately and unexpectedly, [Company] was not awarded the contract for the [Product/service] for which, until recently, we thought we were a shoe-in. The customer preferred [Product/service] from [Competitor] because of [Specify]. We could not certify [Specify] and lost the contract on that basis.",null,"Notice of Layoff_1","1",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/notice-of-layoff_1-D514.png","https://templates.business-in-a-box.com/imgs/250px/514.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#514.xml",{"title":15,"description":6},"notice of layoff_1",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Employee Termination","/templates/employee-termination/","notice layoff_1","Notice of Layoff_1 Template","https://templates.business-in-a-box.com/imgs/400px/514.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":18,"url":19},{"label":34,"url":35},"Offboarding & References","/templates/offboarding-and-references/",[37,41,45,49,53,57,61,65,69,73,77,81,85,100,113,131,143,158],{"label":38,"url":39,"thumb":40,"extension":10},"Disclosure Notice","/template/disclosure-notice-D534","https://templates.business-in-a-box.com/imgs/250px/534.png",{"label":42,"url":43,"thumb":44,"extension":10},"Filming Notice","/template/filming-notice-D13973","https://templates.business-in-a-box.com/imgs/250px/13973.png",{"label":46,"url":47,"thumb":48,"extension":10},"Legal Notice","/template/legal-notice-D835","https://templates.business-in-a-box.com/imgs/250px/835.png",{"label":50,"url":51,"thumb":52,"extension":10},"Notice of Assignment","/template/notice-of-assignment-D946","https://templates.business-in-a-box.com/imgs/250px/946.png",{"label":54,"url":55,"thumb":56,"extension":10},"Notice of Dissolution_Partnership","/template/notice-of-dissolution_partnership-D895","https://templates.business-in-a-box.com/imgs/250px/895.png",{"label":58,"url":59,"thumb":60,"extension":10},"Notice of Dispatch","/template/notice-of-dispatch-D1108","https://templates.business-in-a-box.com/imgs/250px/1108.png",{"label":62,"url":63,"thumb":64,"extension":10},"Notice of Layoff_2","/template/notice-of-layoff_2-D515","https://templates.business-in-a-box.com/imgs/250px/515.png",{"label":66,"url":67,"thumb":68,"extension":10},"Notice of Promotion","/template/notice-of-promotion-D641","https://templates.business-in-a-box.com/imgs/250px/641.png",{"label":70,"url":71,"thumb":72,"extension":10},"Notice of Reclamation","/template/notice-of-reclamation-D1109","https://templates.business-in-a-box.com/imgs/250px/1109.png",{"label":74,"url":75,"thumb":76,"extension":10},"Notice of Rescission","/template/notice-of-rescission-D1066","https://templates.business-in-a-box.com/imgs/250px/1066.png",{"label":78,"url":79,"thumb":80,"extension":10},"Notice of Termination","/template/notice-of-termination-D517","https://templates.business-in-a-box.com/imgs/250px/517.png",{"label":82,"url":83,"thumb":84,"extension":10},"Virus Notice","/template/virus-notice-D838","https://templates.business-in-a-box.com/imgs/250px/838.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":9,"extension":10,"preview":89,"thumb":90,"svgFrame":91,"seoMetadata":92,"parents":94,"keywords":93,"url":99},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","2","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":93,"description":6},"employee dismissal letter",[95,97],{"label":18,"url":96},"human-resources",{"label":21,"url":98},"employee-termination","/template/employee-dismissal-letter-D508",{"description":101,"descriptionCustom":6,"label":102,"pages":88,"size":103,"extension":10,"preview":104,"thumb":105,"svgFrame":106,"seoMetadata":107,"parents":108,"keywords":111,"url":112},"SEVERANCE AGREEMENT This Severance Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [Employee NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Employer\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] Whereas Employee is presently employed by Employer. Both parties are interested in an amicable severance of their employer/employee relationship. We therefore make the following agreement: In consideration of Employee signing of this agreement and the attached letter of resignation, [his or her] employment will voluntarily end effective [date], Employer agrees to pay [Amount] to Employee on signing this agreement and the letter of resignation and delivering those funds to Employee by [Date and time]. The payment made under to Paragraph 1 will be subject to normal withholding for applicable taxes. Employee agrees not to discuss the terms of this agreement with anyone except [his or her] legal and financial counsel. Employee violation of this part of the agreement will require the forfeiture of all monies paid to [him or her] by [YOUR COMPANY NAME]. Employee agrees to return to Employer any company property, documents or copies of company documents or other confidential information presently in [his or her] possession. Employee understands that the failure to do so could result in prosecution.","Severance Agreement",34,"https://templates.business-in-a-box.com/imgs/1000px/severance-agreement-D525.png","https://templates.business-in-a-box.com/imgs/250px/525.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#525.xml",{"title":6,"description":6},[109,110],{"label":18,"url":96},{"label":21,"url":98},"severance agreement","/template/severance-agreement-D525",{"description":114,"descriptionCustom":6,"label":115,"pages":116,"size":9,"extension":10,"preview":117,"thumb":118,"svgFrame":119,"seoMetadata":120,"parents":122,"keywords":121,"url":130},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":121,"description":6},"employment agreement_at will employee",[123,124,127],{"label":18,"url":96},{"label":125,"url":126},"Hire an Employee","hire-employee",{"label":128,"url":129},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":132,"descriptionCustom":6,"label":133,"pages":8,"size":9,"extension":10,"preview":134,"thumb":135,"svgFrame":136,"seoMetadata":137,"parents":139,"keywords":138,"url":142},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":138,"description":6},"job offer letter long",[140,141],{"label":18,"url":96},{"label":125,"url":126},"/template/job-offer-letter-long-D12769",{"description":144,"descriptionCustom":6,"label":145,"pages":146,"size":9,"extension":10,"preview":147,"thumb":148,"svgFrame":149,"seoMetadata":150,"parents":152,"keywords":151,"url":157},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":151,"description":6},"non disclosure agreement nda",[153,154],{"label":128,"url":129},{"label":155,"url":156},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":159,"descriptionCustom":6,"label":160,"pages":161,"size":162,"extension":10,"preview":163,"thumb":164,"svgFrame":165,"seoMetadata":166,"parents":167,"keywords":172,"url":173},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[168,169],{"label":18,"url":96},{"label":170,"url":171},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":176,"reviewer":188,"quick_facts":192,"at_a_glance":194,"personas":198,"variants":219,"glossary":242,"clauses":270,"how_to_fill":316,"common_mistakes":352,"faqs":369,"industries":394,"comparisons":411,"diy_vs_pro":423,"related_template_ids_curated":436,"schema":447,"classification":449},{"meta_title":177,"meta_description":178,"primary_keyword":179,"secondary_keywords":180},"Notice of Layoff Template | Free Word Download","Free notice of layoff template for formally notifying employees of position elimination. Download in Word, edit online, or export as PDF.","notice of layoff template",[181,182,183,184,185,186,187],"layoff notice letter template","employee layoff notice template","layoff letter template word","layoff notification letter","reduction in force notice template","notice of layoff free download","rif notice letter",{"name":189,"credential":190,"reviewed_date":191},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":193,"legal_review_recommended":174,"signature_required":174},"easy",{"what_it_is":195,"when_you_need_it":196,"whats_inside":197},"A Notice of Layoff is a formal written letter an employer sends to an employee to communicate that their position is being eliminated due to business reasons — not performance. This free Word download gives you a professionally structured letter you can edit online in minutes and export as PDF to deliver in person or by mail.\n","Use it whenever a position is being eliminated due to restructuring, downsizing, budget cuts, or a reduction in force, and you need to formally document the separation for HR and legal records.\n","Date and recipient details, a clear statement of the layoff and effective date, explanation of the business reason, severance and benefits continuation information, and next-step instructions for the employee.\n",[199,203,207,211,215],{"title":200,"use_case":201,"icon_asset_id":202},"HR managers","Issuing formal layoff notices during a company-wide reduction in force","persona-hr-manager",{"title":204,"use_case":205,"icon_asset_id":206},"Small business owners","Notifying a single employee of position elimination due to budget cuts","persona-small-business-owner",{"title":208,"use_case":209,"icon_asset_id":210},"Operations directors","Documenting a department restructuring that eliminates specific roles","persona-operations-director",{"title":212,"use_case":213,"icon_asset_id":214},"Startup founders","Conducting a first-time layoff and needing a professional, compliant letter","persona-startup-founder",{"title":216,"use_case":217,"icon_asset_id":218},"Finance executives","Supporting a cost-reduction initiative with properly documented separations","persona-ceo",[220,224,227,230,234,238],{"situation":221,"recommended_template":222,"slug":223},"Laying off a group of employees simultaneously under WARN Act thresholds","Notice of Layoff (Mass Layoff)","checklist-pre-layoff-D505",{"situation":225,"recommended_template":87,"slug":226},"Terminating an employee for performance or conduct reasons","employee-dismissal-letter-D508",{"situation":228,"recommended_template":102,"slug":229},"Offering a separation package alongside the layoff notice","severance-agreement-D525",{"situation":231,"recommended_template":232,"slug":233},"Notifying an employee that their temporary or fixed-term contract will not be renewed","Contract Non-Renewal Notice","renewal-agreement-D14046",{"situation":235,"recommended_template":236,"slug":237},"Placing an employee on temporary furlough rather than permanent layoff","Furlough Notice Letter","letter-notice-of-litigation-D1032",{"situation":239,"recommended_template":240,"slug":241},"Confirming layoff terms in a formal separation agreement","Employee Separation Agreement","employee-separation-agreement-D12842",[243,246,249,252,255,258,261,264,267],{"term":244,"definition":245},"Layoff","A temporary or permanent separation from employment initiated by the employer due to business conditions, not the employee's performance or conduct.",{"term":247,"definition":248},"Reduction in Force (RIF)","A planned elimination of one or more positions to reduce headcount, typically driven by budget constraints, restructuring, or changes in business strategy.",{"term":250,"definition":251},"Effective Date","The specific calendar date on which the employee's separation from the company takes effect and employment officially ends.",{"term":253,"definition":254},"Severance Pay","Compensation paid by the employer to a laid-off employee beyond their final paycheck, often calculated as a number of weeks' pay per year of service.",{"term":256,"definition":257},"WARN Act","The US federal Worker Adjustment and Retraining Notification Act, which requires employers with 100 or more employees to give 60 days' written notice before mass layoffs or plant closings.",{"term":259,"definition":260},"COBRA","A US federal law that allows employees who lose health coverage due to separation to continue their employer-sponsored health insurance at their own expense for a defined period.",{"term":262,"definition":263},"Furlough","A temporary, unpaid leave of absence initiated by the employer, distinct from a permanent layoff — the employee retains their position and may be recalled.",{"term":265,"definition":266},"Final Paycheck","The last wage payment owed to an employee upon separation, which must include all earned but unpaid wages and, in many jurisdictions, accrued but unused paid time off.",{"term":268,"definition":269},"Outplacement Services","Career transition support — such as resume coaching, job-search assistance, and interview training — provided by an employer to help laid-off employees find new positions.",[271,276,281,286,291,296,301,306,311],{"name":272,"plain_english":273,"sample_language":274,"common_mistake":275},"Date, sender, and recipient block","The formal header identifying the date the letter is issued, the employer's name and address, and the employee's full name, title, and address.","[DATE] | [COMPANY NAME] | [COMPANY ADDRESS] | To: [EMPLOYEE FULL NAME], [JOB TITLE] | [EMPLOYEE ADDRESS]","Using only the employee's first name or an informal email-style header. A formal letter requires the employee's full legal name and job title to create an unambiguous HR record.",{"name":277,"plain_english":278,"sample_language":279,"common_mistake":280},"Opening statement of purpose","A direct, clear first sentence informing the employee that their position is being eliminated and this letter constitutes formal notice.","We regret to inform you that your position of [JOB TITLE] at [COMPANY NAME] is being eliminated effective [EFFECTIVE DATE].","Burying the layoff news several paragraphs in. Leading with indirect language causes confusion and can create legal ambiguity about whether formal notice was actually given.",{"name":282,"plain_english":283,"sample_language":284,"common_mistake":285},"Business reason for the layoff","A brief, factual explanation of the organizational or economic reason for the position elimination — without referencing performance.","This decision is the result of [RESTRUCTURING / REDUCTION IN FORCE / ECONOMIC CONDITIONS] and is in no way a reflection of your performance or contributions to the company.","Omitting this clause entirely. Without a stated business reason, the letter can appear arbitrary, increasing the risk of the employee filing a wrongful dismissal or discrimination claim.",{"name":287,"plain_english":288,"sample_language":289,"common_mistake":290},"Effective date and final working day","Specifies the exact date employment ends and, if different, the last day the employee is expected to report to work.","Your last day of employment with [COMPANY NAME] will be [DATE]. You are [required / not required] to report to work after [DATE].","Stating only the effective date without clarifying whether the employee is expected to work through it. Ambiguity about presence in the workplace creates operational and security complications.",{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Severance and final pay details","States the severance amount or formula, when the final paycheck will be issued, and how accrued vacation or PTO will be handled.","You will receive a severance payment of [AMOUNT / X WEEKS' PAY], paid on [DATE]. Your final paycheck, including all earned wages and [X] hours of accrued PTO, will be issued no later than [DATE].","Referencing a separate severance agreement without confirming when it will be provided. Employees need to know what they are receiving and when, at the time of notice.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Benefits continuation information","Explains when employer-provided health, dental, and other benefits will end and what continuation options are available, such as COBRA.","Your current health and dental benefits will remain in effect through [DATE]. You will receive a separate notice regarding your rights to continue coverage under COBRA / [PROVINCIAL HEALTH CONTINUATION PLAN].","Omitting benefits information from the letter. Employees who don't know when coverage ends may incur unexpected medical costs and attribute liability to the employer.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Return of company property","Instructs the employee to return all company-owned equipment, keys, access cards, and documents by a specified date.","Please return all company property — including [LAPTOP / ACCESS BADGE / KEYS / DOCUMENTS] — to [NAME / DEPARTMENT] by [DATE].","Using vague language like 'return company items when possible.' Specificity about what must be returned and by when is essential for security and asset tracking.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Confidentiality reminder","Reminds the employee that any confidentiality, non-disclosure, or IP obligations from their employment agreement survive the layoff.","Please note that your obligations under the confidentiality and non-disclosure provisions of your Employment Agreement dated [DATE] remain in full effect following your separation.","Skipping the confidentiality reminder when the employee had access to sensitive information. Without the reminder, departing employees may inadvertently — or intentionally — disclose proprietary information.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Contact for questions and closing","Provides a named HR or management contact the employee can reach for questions, and closes with a professional acknowledgment of the employee's contributions.","If you have any questions, please contact [HR CONTACT NAME] at [EMAIL / PHONE]. We sincerely appreciate your contributions to [COMPANY NAME] and wish you well in your next endeavors.","Closing with generic language and no named contact. Employees who cannot reach a specific person for follow-up questions escalate to legal counsel or labor boards unnecessarily.",[317,322,327,332,337,342,347],{"step":318,"title":319,"description":320,"tip":321},1,"Enter the date and party details","Fill in today's date, your company's legal name and address, and the employee's full legal name, job title, and address in the header block.","Use the employee's legal name as it appears on their employment contract, not a preferred name or nickname, to ensure the letter is unambiguous as an HR record.",{"step":323,"title":324,"description":325,"tip":326},2,"State the effective date and last working day","Insert the specific date employment ends. If the employee is not expected to work through the notice period, state their last physical workday separately.","Confirm the effective date complies with any contractual notice period or applicable statutory minimum before inserting it.",{"step":328,"title":329,"description":330,"tip":331},3,"Write the business reason","Briefly describe the organizational or financial reason for the position elimination — restructuring, budget reduction, or reduction in force. Keep it factual and impersonal.","Explicitly state that the decision is not performance-related. This single sentence significantly reduces the likelihood of a wrongful dismissal claim.",{"step":333,"title":334,"description":335,"tip":336},4,"Complete the severance and final pay section","Enter the severance amount or formula, the final paycheck date, and how accrued PTO will be handled. Reference any separate severance agreement if one will be provided.","Check your jurisdiction's final-pay timing laws before completing this section — many states and provinces require final wages within 24–72 hours of termination.",{"step":338,"title":339,"description":340,"tip":341},5,"Add benefits continuation details","State the date benefits coverage ends and confirm that a COBRA or continuation notice will follow. Do not promise specific coverage terms — reference the plan documents.","Set a reminder to send the COBRA election notice within the legally required window (14 days of coverage end in the US) immediately after issuing this letter.",{"step":343,"title":344,"description":345,"tip":346},6,"List company property to be returned","Itemize the specific assets the employee must return — laptop, phone, access badge, keys, client files — and the deadline for returning them.","Coordinate with IT to disable system access on or before the effective date, regardless of when physical equipment is returned.",{"step":348,"title":349,"description":350,"tip":351},7,"Include the confidentiality reminder and contact details","Reference the original employment agreement date for surviving confidentiality obligations, and provide a named HR contact with direct email or phone number.","If no written employment agreement exists, still include a general reminder that trade secrets and client information remain confidential under applicable law.",[353,357,361,365],{"mistake":354,"why_it_matters":355,"fix":356},"Indirect or ambiguous opening language","Phrases like 'we need to discuss your role' or 'your position may be affected' do not constitute formal notice and can restart notice-period clocks or undermine legal enforceability.","Open with a direct statement: the position is eliminated, the employee is laid off, and the effective date is [DATE]. No softening language in the first sentence.",{"mistake":358,"why_it_matters":359,"fix":360},"No stated business reason","A notice with no explanation of why the position was eliminated makes it easier for an employee to argue the layoff was pretextual — covering a discriminatory or retaliatory motivation.","Include one to two sentences stating the factual business reason — restructuring, cost reduction, or business closure — and confirm it is unrelated to performance.",{"mistake":362,"why_it_matters":363,"fix":364},"Omitting benefits and final pay details","Employees who don't know when coverage ends or when to expect their final paycheck often file wage claims or complaints with labor boards, creating avoidable administrative burden.","Confirm benefits end date, COBRA notice timing, and final paycheck date in the letter. If exact amounts are not yet confirmed, state when they will be communicated.",{"mistake":366,"why_it_matters":367,"fix":368},"Delivering the letter without a personal conversation first","An employee who receives a layoff letter without a prior verbal conversation — even a brief one — is more likely to feel blindsided, increasing the risk of emotional escalation or legal action.","Conduct a brief, private in-person or video meeting to communicate the layoff verbally before or simultaneously with delivering the written notice.",[370,373,376,379,382,385,388,391],{"question":371,"answer":372},"What is a notice of layoff?","A notice of layoff is a formal written letter from an employer to an employee informing them that their position is being eliminated for business reasons — restructuring, budget cuts, or a reduction in force. It is distinct from a termination for cause. The letter documents the effective date, severance, benefits continuation, and any obligations that survive the separation.\n",{"question":374,"answer":375},"Is a written layoff notice legally required?","In the US, no federal law requires a written notice for individual layoffs, but the WARN Act mandates 60 days' written notice for mass layoffs affecting 50 or more employees at a single site. Many states have their own WARN-equivalent laws with lower thresholds. In Canada and the UK, written notice or pay in lieu is required by statute. A written notice is best practice in all cases regardless of legal mandate.\n",{"question":377,"answer":378},"What is the difference between a layoff and a termination?","A layoff is a separation initiated by the employer for business reasons unrelated to the employee's conduct or performance — the position itself is eliminated. A termination typically refers to a separation for cause, such as misconduct or poor performance. The distinction matters for unemployment insurance eligibility, severance obligations, and the risk of wrongful dismissal claims.\n",{"question":380,"answer":381},"How much notice is required before a layoff?","Notice requirements vary by jurisdiction. In the US, individual layoffs have no federal notice requirement, though employment contracts or company policy may create one. Canada's provincial Employment Standards Acts require 1–8 weeks' notice depending on tenure. The UK requires statutory minimum notice of 1 week per year of service after 2 years, up to 12 weeks. Always check the applicable statute and any contractual notice provision before setting the effective date.\n",{"question":383,"answer":384},"Should the notice of layoff be delivered in person or in writing?","Best practice is to deliver the news verbally in a private meeting first, then provide the written letter simultaneously or immediately after. Handing the letter to the employee in person during the meeting creates a clear record of delivery. If the employee is remote, a video call followed by emailed and mailed copies is the accepted approach.\n",{"question":386,"answer":387},"Does a notice of layoff need to include severance details?","Including severance information in the notice letter is strongly recommended. It reduces employee uncertainty, minimizes follow-up questions, and demonstrates good faith. If the exact severance amount is subject to a separate agreement that the employee must sign, state the amount and confirm when the severance agreement will be provided.\n",{"question":389,"answer":390},"Can a laid-off employee be rehired later?","Yes. A layoff does not permanently close the door to rehire — in fact, many employers explicitly note in the letter that the employee may be considered for future openings as business conditions change. If rehire is a genuine possibility, stating it professionally in the letter reduces the likelihood of the employee taking legal action and preserves the relationship.\n",{"question":392,"answer":393},"What happens to benefits after a layoff notice is issued?","Benefits typically continue through the end of the month in which the effective date falls, or through the effective date itself, depending on the employer's plan terms. In the US, the employer must send a COBRA election notice within 14 days of the coverage end date. In Canada, provincial health plans may require specific continuation notifications. The layoff letter should state the benefits end date and confirm that a separate continuation notice will follow.\n",[395,399,403,407],{"industry":396,"icon_asset_id":397,"specifics":398},"Technology / SaaS","industry-saas","Layoff notices frequently accompany funding-related headcount reductions and must address equipment return for remote employees and access revocation across cloud systems.",{"industry":400,"icon_asset_id":401,"specifics":402},"Retail","industry-retail","Seasonal or volume-driven layoffs are common; notices must address final paycheck timing, uniform and equipment return, and store-access revocation on the effective date.",{"industry":404,"icon_asset_id":405,"specifics":406},"Manufacturing","industry-manufacturing","Plant closings and production slowdowns often trigger WARN Act obligations; layoff notices must be coordinated with union agreements and collective bargaining requirements where applicable.",{"industry":408,"icon_asset_id":409,"specifics":410},"Professional Services","industry-professional-services","Client confidentiality and non-solicitation obligations are particularly important to reinforce in notices for client-facing roles such as consultants and account managers.",[412,414,417,420],{"vs":87,"vs_template_id":226,"summary":413},"A dismissal letter terminates employment for cause — misconduct, performance failure, or policy violation. A notice of layoff eliminates a position for business reasons with no fault attributed to the employee. The distinction directly affects the employee's eligibility for unemployment benefits and the employer's severance obligations. Using a dismissal letter for a layoff, or vice versa, creates significant legal exposure.",{"vs":102,"vs_template_id":415,"summary":416},"severance-agreement-D13232","A notice of layoff communicates the fact and terms of the separation. A severance agreement is a bilateral contract the employee signs to receive severance in exchange for releasing legal claims. The two documents are complementary — the notice informs, and the severance agreement settles. A notice alone does not waive the employee's right to sue.",{"vs":236,"vs_template_id":418,"summary":419},"","A furlough notice places an employee on temporary unpaid leave while preserving the employment relationship — the employee retains their position and may be recalled. A layoff notice permanently eliminates the position. The choice between the two has significant implications for benefits continuation, unemployment eligibility, and recall rights.",{"vs":421,"vs_template_id":418,"summary":422},"Employment Contract Termination Letter","A contract termination letter ends a fixed-term or project-based employment or services agreement according to its own termination clause. A notice of layoff is used for indefinite employment relationships where a position is eliminated mid-term. The applicable document depends on whether an underlying contract governs the relationship and how it defines separation rights.",{"use_template":424,"template_plus_review":428,"custom_drafted":432},{"best_for":425,"cost":426,"time":427},"HR managers and business owners issuing individual or small-group layoff notices in a straightforward business context","Free","10–15 minutes per letter",{"best_for":429,"cost":430,"time":431},"Layoffs involving employees with employment contracts, non-compete clauses, or equity grants, or in jurisdictions with strict notice requirements","$150–$400 for an HR consultant or employment lawyer review","1–2 days",{"best_for":433,"cost":434,"time":435},"Mass layoffs triggering WARN Act obligations, unionized workforces, or executives with complex separation terms","$500–$2,500+ for employment counsel","3–10 days",[226,229,437,438,439,440,441,442,443,444,445,446],"employment-agreement_at-will-employee-D541","job-offer-letter-long-D12769","non-disclosure-agreement-nda-D12692","employee-handbook-D712","independent-contractor-agreement-D160","employment-agreement-executive-D543","fixed-term-contract-D13225","remote-work-agreement-D13282","letter-of-appreciation-to-employee-D664","reference-check-letter-D601",{"emit_how_to":448,"emit_defined_term":448},true,{"primary_folder":96,"secondary_folder":450,"document_type":451,"industry":452,"business_stage":453,"tags":454,"confidence":459},"offboarding-and-references","notice","general","transition",[455,451,456,457,458],"termination","offboarding","hr","layoff",0.95,"\u003Ch2>What is a Notice of Layoff?\u003C/h2>\n\u003Cp>A \u003Cstrong>Notice of Layoff\u003C/strong> is a formal written letter an employer issues to an employee to communicate that their position is being permanently eliminated for business reasons — restructuring, budget reductions, or a reduction in force — rather than for any fault or performance issue on the employee's part. It formally documents the effective date of separation, severance entitlements, benefits continuation, and any surviving obligations such as confidentiality. Unlike a verbal conversation alone, a written notice creates a clear, timestamped HR record that protects both parties and establishes the starting point for any severance or continuation benefits that follow.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Delivering a layoff verbally without a written notice leaves your organization exposed on multiple fronts. Without a dated, signed letter on file, disputes about the effective date, severance terms, or benefits end date become a credibility contest rather than a documented fact. In jurisdictions with statutory notice requirements — including most Canadian provinces and the United Kingdom — the absence of written notice can restart the notice-period clock entirely, creating additional wage liability. A professionally worded letter that clearly attributes the separation to business reasons, not performance, also significantly reduces the likelihood of a wrongful dismissal or discrimination claim. This template gives you a complete, ready-to-edit notice you can personalize in minutes, ensuring every layoff is handled with the clarity and documentation the situation requires.\u003C/p>\n",1779808976077]