Philadelphia Severance Agreement Lawyers
Severance Agreements and Their Broad Significance
When you are in a position to accept a Severance Agreement from your employer, our firm can review it for any opportunities to strengthen it in your favor. Don't sign anything until after we have talked with you. Schedule an appointment with us as soon as possible, as there may be time limits on signing and accepting an agreement. Once you sign it, you release all claims for further considerations on the claim. The first agreement they offer you is not the last word. We listen closely to your needs; get all the information on what your terms of employment were and conditions you were terminated for. We then analyze the offer and circumstances to see whether you have been discriminated against or if we can get the offer strengthened.
We have been reviewing and advising on severance agreements for years and will make sure you get the best possible agreement. With our in-depth employment law experience, we are able to identify the modifications necessary to protect the interests of our clients. We will then attempt to negotiate into the agreements as many modifications as possible to further the interests of our clients. We will also identify provisions that must be considered by our clients before they approve and sign the agreements.
The Agreement will set forth the amount of severance you will receive and the manner in which it will be paid. In addition to your obligations, the Agreement will outline provisions relating to vacation pay, COBRA and other benefits you may be entitled to receive. It is customary for the Agreement to include confidentiality and non-disparagement provisions, as well as other restrictions upon the employees conduct following the termination, such as restrictive covenants and non-compete clauses. As an experienced employment attorney, we will be able to help you dissect and understand the ramifications of such provisions, with your best interests in mind.
Sometimes a Reduction in Force (RIF) is used as an excuse to hide a discrimination case. We examine the circumstances around the force reduction to ensure you are not being lumped in with others for the wrong reasons. It is legal to be released because of business reasons in a RIF, but not for discriminatory practices.
Make sure you are leaving for the right reasons and on your best possible terms.
Call Sidney L. Gold & Associates, P.C., today for an assessment of your severance agreement.
