09/05/2024
You’ve Just Been “Let Go”… Do You Sign Or Do You Not?...
By: Gregory J. Skiff, Esq.
Severance agreements are offered and motivated by legitimate legal risks for the Employer. Understand that.
Although it may have been the case in the “good ol’ days” that severance was offered out of the kindness of the Employer’s owner’s heart; or, to reward the terminated employee for years of loyal service, those days are over. Severance is offered for one reason, and one reason alone – to secure a release of liability from the severed employee in favor of the Employer.
Employers have a substantial financial incentive to procure a release through a severance agreement rather than settlement. And, in many cases, it is more about the Employer’s “secrets” and/or post-employment restrictive covenants that the Employer wants to protect, than anything else.
So, the question for any recently terminated Employee becomes, simply: “Is the severance I am being offered enough to justify releasing the Employer from ALL liability and waiving my ability to pursue a financial award of substantial damages in Court?” If the answer is “No” or even a “Maybe”, do not sign the severance/separation agreement and seek legal counsel to assess your rights and available remedies.
If you have already signed, you are entitled under the law to a 7-day revocation period to revoke the agreement. Do it and call a legal professional.
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