When you’re presented with a severance or separation agreement, it’s critical to understand every clause before you sign away rights you may not intend to forfeit. Our team carefully reviews proposed agreements to ensure that any release of claims is appropriately scoped and that you receive the full benefits to which you’re entitled. We’ll analyze confidentiality and non‑disparagement provisions, evaluate non‑compete or non‑solicitation covenants, and confirm compliance with federal statutes like the Older Workers Benefit Protection Act (OWBPA)—the ADEA amendment that requires special notice and consideration periods for employees over 40—and state laws governing severance payments.
If you’re concerned your employer hasn’t honored a promise of severance pay or benefits, we can also assess potential claims under the WARN Act (29 U.S.C. § 2101 et seq.), which mandates advance notice for large layoffs and plant closures .
Beyond statutory compliance, our attorneys negotiate with employers on your behalf to maximize your package—whether that means securing unpaid wages, recouping comp or vacation time owed to you, or extending your COBRA coverage. We’ll advise you how a separation agreement may affect related claims, such as unlawful discrimination, retaliation, or whistleblower protection actions.
—To learn more about how we can assist you or to schedule a consultation, contact us today.
