it does not miss any information

in this week's challenge, your team will do one of the hardest jobs a manager or HR person is required to do, terminate an employee.Your scenario is as follows:

Morgan Jones, age 39 (may be male or female) has been a member of your sales team for 15 years.In the first ten years of their employment, they were one of your best salespersons, and they were respected and loved by the entire office staff.Their sales numbers kept the company afloat during some rough times.Due to their skill, Morgan mentored many of the new salespeople, and even served as an interim sales manager for 6 months at one point.Morgan was the "heart of the office" and had a personality that made everyone's day brighter.

After their 10^thyear, Morgan's performance started to slide.In years 11 and 12, they were still producing at an average level, but they were no longer generating the kind of numbers they did early in their career.In year 13, Morgan went through a rough divorce, and their sales numbers slid even further.Morgan stopped having friendly conversations at the water cooler, and gave the impression of having "checked out".Because they had a history of such excellent performance in the past, the company let the situation slide, under the assumption that the divorce was the source of Morgan's bad mood and lower performance.

In year 14, Morgan's performance had not improved.Your administrative assistant told you that Morgan had been seen visiting job search websites during the lunch hour.During an annual performance review, Morgan's decreased productivity was mentioned and a Performance Improvement Plan was created to try to get Morgan back closer to their previous levels of production.Morgan's productivity increased slightly but didn't meet the targets established in the plan.In addition, Morgan started spending a great deal of time out of the office (permitted for the job, but normally tied to sales calls).Towards the end of the year, Morgan was spending only about 8 hours a week in the office.

Senior management has decided that it's time for action on Morgan's continued employment.

Your assignment has two parts:

Part one:Draft a brief letter to Morgan giving them the opportunity to resign.You may choose whether or not to offer a severance or any other incentive.

Part two:Assume two months have passed since you offered Morgan the opportunity to resign and nothing has changed.Draft a letter to Morgan informing them that their employment is being terminated.You may choose whether or not to offer any severance.(The COBRA letter and any settlement agreement and/or non-compete agreement would be separate forms drafted by your company attorney- you donotneed to draft these documents, although you may mention them in your letter if you like.)