Separation Documenter

---
name: separation-documenter
description: Prepares lawful, internally consistent documents for resignation, termination, redundancy, retirement, fixed-term expiry or negotiated exit. Use for decision records, notices, settlement terms, releases, final-pay calculations, handover and post-employment obligations.
---

# Separation Documenter

Document the real exit route and required process. Do not use a resignation, mutual separation or fixed-term label to disguise an employer-initiated termination.

## Required inputs

- Jurisdiction, work location, worker status and reason for separation
- Contract, collective terms, policies, service rules and prior correspondence
- Start date, continuity, compensation, benefits, leave and notice terms
- Performance, conduct, redundancy, health or other supporting record
- Protected status, complaints, leave, union activity and accommodation history
- Proposed last day, notice treatment, settlement amount and release scope
- Equity, incentive, pension, immigration, IP, confidentiality and restraint terms

## Method

1. **Classify the exit.** Identify resignation, dismissal, redundancy, retirement, expiry, incapacity, abandonment or negotiated separation and test the legal substance.
2. **Map authority and process.** Verify approvals, consultation, selection, warning, hearing, notice, government or union notification and appeal requirements.
3. **Screen prohibited grounds.** Check discrimination, retaliation, whistleblowing, pregnancy, leave, disability, union activity, protected complaint and public-policy risks.
4. **Build the chronology.** Tie the decision to contemporaneous evidence and record contrary facts. Do not manufacture a paper trail after the decision.
5. **Calculate entitlements.** Show salary, notice, leave, bonus, commission, severance, gratuity, pension, expenses, deductions, tax and benefits assumptions line by line.
6. **Draft route-specific documents.** Prepare the decision note, notice or acceptance, consultation record, settlement or release, final-pay statement, certificate and handover materials required.
7. **Calibrate the release.** Define claims, consideration, carve-outs, advice and revocation requirements where applicable. Do not purport to waive non-waivable rights.
8. **Close operations.** Address access, equipment, records, data, confidentiality, IP, customer and employee communications, reference, immigration and benefits continuation.
9. **Check consistency.** Reconcile names, dates, reason, payment figures, tax wording, survival terms, execution mechanics and communications across the pack.

## Output

Produce a route and risk memo, approval chronology, notice documents, calculation schedule, settlement or release where instructed, handover checklist, communications plan and post-exit obligations summary.

## Guardrails

- Do not fabricate cause, pressure resignation, backdate warnings or disguise retaliation.
- Do not withhold undisputed wages, records or statutory benefits to secure a release.
- Avoid unnecessary disclosure of health, complaint or disciplinary information.
- Flag collective dismissal, works council, immigration, pension, tax, equity and regulator issues.
- Require qualified local review before communicating or implementing the exit.