Don't Sign a Severance Agreement Before Review by an Employment Lawyer
When an employee is terminated, they may be presented with a severance agreement by their employer. This agreement typically offers financial compensation in exchange for the employee waiving their right to sue the employer for wrongful termination or other legal claims. However, these agreements can be complex and contain legal jargon that may be difficult for the average person to understand. It is important to have an experienced employment lawyer review your severance agreement before signing it. At Manes & Narahari LLC, our employment lawyers have extensive experience reviewing and negotiating severance agreements. Here’s how we can help you.
Identifying Potential Issues
The first step in reviewing a severance agreement is to identify potential issues. Our employment lawyers will carefully review your agreement to ensure that it complies with all applicable laws and regulations. We will identify any provisions that may be unfair or in violation of your rights and work to negotiate changes to the agreement.
Ensuring Adequate Compensation
One of the most important aspects of a severance agreement is the amount of compensation offered. Our employment lawyers will review your agreement to ensure that the compensation offered is fair and reasonable based on industry standards, your position, and the circumstances of your termination. If we identify any issues with the compensation offered, we can work to negotiate a more favorable agreement on your behalf.
Reviewing Release of Claims
Severance agreements typically require the employee to waive their right to sue the employer for wrongful termination or other legal claims. Our employment lawyers will review the release of claims provision to ensure that it is clear and specific. We will work to negotiate changes to the agreement that provide you with more protection and ensure that your legal rights are not waived unnecessarily.
Protecting Your Benefits
Severance agreements often contain provisions related to benefits such as healthcare, retirement, and stock options. Our employment lawyers will review these provisions to ensure that they are fair and reasonable. We will work to negotiate changes to the agreement that protect your benefits and ensure that you are not disadvantaged by the termination.
Reviewing Non-Compete Clauses
Severance agreements may also contain non-compete clauses that limit your ability to work for a competitor for a certain period after leaving your current employer. Our employment lawyers will review these clauses to ensure that they are fair and reasonable. We will work to negotiate changes to the agreement that provide you with more flexibility in your career.
Providing Legal Advice
Throughout the review process, our employment lawyers will provide you with legal advice and guidance. We will answer any questions you may have and explain the legal implications of the agreement. We will ensure that you fully understand the terms of the agreement before signing.
Protecting Your Interests
Ultimately, our goal is to protect your interests and ensure that your severance agreement meets your needs. We understand that being terminated from your job can be a stressful and emotional experience. Our employment lawyers will work with you to negotiate a severance agreement that provides you with fair and adequate compensation, protects your legal rights, and preserves your benefits.
If you have been terminated from your job and are presented with a severance agreement, it is important to have an experienced employment lawyer review it before signing. At Manes & Narahari LLC, we have the knowledge and experience necessary to help you protect your rights and ensure that your severance agreement is fair and reasonable. We will identify potential issues, ensure adequate compensation, review release of claims, protect your benefits, review non-compete clauses, and provide legal advice. Contact us today at 412-626-5626 or email us at firstname.lastname@example.org to schedule a free consultation.