Diane Williamson, Esq.
Please note that the information contained in this post is for informational purposes and is not to be considered legal advice. This blog post does not create or imply an attorney-client relationship. If you would like to discuss your particular circumstances with us, please set up a consultation by contacting the Satter Ruhlen Law Firm at 315-471-0405 or through our website (https://www.satterlaw.com/contact-us/). We look forward to walking you through your workplace rights.
When you sign a severance agreement, you are likely agreeing to release your employer from all potential liability under, inter alia, state and federal employment laws. If your employer presents you with a severance agreement, you have little to gain, and potentially a lot to lose, if you succumb to the employer’s pressure to sign the document without taking time to consider the terms and consult with a lawyer or other trusted advisor.
Does the agreement contain a non-compete clause that unreasonably restricts your ability to find work? Have you been a victim of discrimination? Has your employer paid out all the wages and vacation pay due? Did you complain about unsafe or illegal working conditions prior to your termination? Could a legal claim against your employer provide you with leverage to negotiate improved terms? Will you be eligible for unemployment benefits if you receive severance pay?
For answers to these questions and many others that may arise, take time to consult with an attorney before you sign a severance agreement.