With early-in-the-day, early-in-the-week terminations, the company also has the advantage of explaining—several times if necessary—itsneed to terminate the individual’s employment. Managers can explain that employees who are terminated for cause typically receive unemployment insurance (or that, at least, the company won’t contest the unemployment insurance claim). They can also confirm that no specifics regarding references will be released to prospective employers
other than the individual’s title and dates of employment. All this will usually go a long way toward allaying the terminated employee’s fears about his immediate future and his ability to receive income while in career transition. In addition, employee assistance programs and outplacement services may help.

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Employee assistance programs can be helpful in providing the employee with counseling and psychological support at the time of termination. This benefit, when available, is typically extended for three months after layoffs occur and employees are let go for no fault of their own; there’s no reason why the benefit couldn’t be extended for those terminated for cause. If you choose to continue EAP coverage, call the EAP to work out the additional premiums. (Coverage typically ends upon termination of employment.) More important, use this opportunity to ask the EAP to notify you if any threats or aggressive actions surface in the counseling session.

Outplacement programs are likewise an excellent benefit for terminated workers because they help those employees immediately focus on the future, rather than lament the present. Statistically speaking, few employees who get outplacement sue the companies that fired them. More important, this benefit can go a long way toward aiding an otherwise unbalanced individual who is trying to come to terms with the reasons he was given for his termination and who is attempting to find fault with supervisors or coworkers.

Taken From : The Hiring and Firing Quention and Answer Book