[jamesbrady]

I think it depends on the situation. I definitely agree that performance-based firings would tend to be extremely brutal compared to the approach I advocate for here (largely due to the various risks posed by aggrieved employees).

Perhaps I should add that this advice best (only?) applies if you're leaving a company in a sort of "natural parting of ways" kind of situation? Thanks for the feedback.

[cosmotic]

No only performance-based firings, but throw-someone-else-under-the-bus firings and bad-management firings. Also cost-cutting layoffs or outsourcing-layoffs.

Regardless of the cause, an employer almost-always will require a separation agreement be signed as a requisite action for any amount of severance pay. This is entirely to the benefit of the employer.

[sokoloff]

If it’s entirely to the benefit of the employer, why would anyone sign them?

Both sides get something from the agreement. Employer gets certainty. Employee gets certainty and some money.