As an employer, we had an employee relapse, admit to drug use, and as a result was absent/tardy excessively. We terminated the employee. We hear from regular customers that the employee is threatening to bring bogus claims to hurt our business -- We believe the employee's goal is to get unemployment insurance. Our questions are as follows: (1) in CA, is an agreement by the employer not to contest an unemployment claim valid consideration for a severance agreement; (2) if not, is drafting a letter of recommendation for her valid consideration; (3) if not, what is the lowest amount of money that is valid consideration; (4) how much does it cost to draft a severance agreement. We would rather just make this employee "go away" and not risk having to defend against a desperate drug abuser.