| Severance Pay Mistake #1 | | | | agreement-more than enough time to negotiate a |
| "There is no law which requires a severance pay". | | | | better severance package. |
| True, but then why do all companies pay a | | | | Severance Pay Mistake #6 |
| severance? | | | | "I can negotiate a severance package by myself". |
| There is no law which states that severance pay | | | | People who do this always underestimate their |
| must be provided, but all companies provide | | | | own value, what their company has in the past |
| severance pay because the alternative is far | | | | provided to others, and, what their company will |
| worse for them. Keep reading... | | | | provide for them in a severance package. In |
| Severance Pay Mistake #2 | | | | addition, they leave out compensation, benefits |
| "I'm an at-will employee so I cannot get | | | | and legal protections which can be negotiated and |
| severance pay". | | | | should be included in all severance packages. |
| At-will employment simply means that you are | | | | Severance Pay Mistake #7 |
| employed for an unstated duration, not a fixed | | | | "I can review and understand the legal language |
| period of time. It means you can leave at any | | | | within the Separation and Release of Claims |
| time, and, your employer can terminate your | | | | Agreement my company wants me to sign in |
| employment at anytime, but a termination must | | | | exchange for my severance package." |
| be for legal reasons and a layoff must be | | | | All Separation and Release Agreements state that |
| performed legally! Being in an at-will employment | | | | you should consult with an attorney and have the |
| state, or having an at-will employment contract, | | | | attorney review the release of rights prior to |
| does not mean you cannot obtain severance-pay | | | | signing it. This is for your protection, as you may |
| and a great severance package because you | | | | not understand or even see the hidden restrictive |
| have leverage... | | | | covenants within the separation/release |
| Severance Pay Mistake #3 | | | | agreement and within your original employment |
| "I have no leverage to get severance pay and I | | | | agreement. An experienced Employment |
| don't want to 'burn bridges' with my company". | | | | Attorney with a Human Resources background is |
| Whether you were fired for poor performance, | | | | best qualified to review a separation/release |
| laid off, outsourced, or you have resigned, your | | | | agreement, not your family or business contracts |
| employing company is fearful of negative publicity, | | | | attorney. |
| complaints from former employees to board | | | | Severance Pay Mistake #8 |
| members, the possibility of being sued and the | | | | "I will hire an attorney to represent me". |
| disruptive time and expense of litigation, and | | | | Severance pay packages are created and |
| anyone speaking ill of the company. Companies | | | | implemented by your friendly Human Resources |
| want you to go away quietly and stop any | | | | Department. But, if you hire an attorney to |
| possible controversy. All companies expect to | | | | represent you to negotiate a severance deal, |
| negotiate severance packages in exchange for a | | | | your friendly HR Department MUST, and will, turn |
| Separation and Release Agreement, so you will be | | | | you and your attorney over to its corporate |
| leaving not only on 'good terms', but also on your | | | | Legal Department and its attorneys. You will have |
| own terms! | | | | a tough time negotiating a severance as |
| Severance Pay Mistake #4 | | | | corporate attorneys always take a tough stance |
| "My company is bankrupt or is being acquired, so | | | | against opposing attorneys. Your matter will be |
| no severance pay". | | | | legally escalated into a battle of attorneys. And, |
| Most severance packages are provided when | | | | it's another story if you launch a lawsuit. The best |
| companies have no money, file bankruptcy, or | | | | severance deals come from HR departments. |
| simply cut costs through layoffs. In fact, | | | | To avoid these mistakes, you need both legal |
| severance packages provided during these | | | | AND human resources experts on your side to |
| unfortunate events are usually more generous. | | | | assist you in getting the best severance package! |
| Severance Pay Mistake #5 | | | | Get what you're worth, |
| "My severance package is not negotiable and | | | | Get what you've earned, |
| must be signed right away". | | | | Get what you're legally entitled to receive, |
| Human Resources and your boss will push you to | | | | Get Career Protection-Your advantage in |
| take the check they've already cut and sign a | | | | employment negotiations. |
| release agreement right away. Don't do it as no | | | | At Career Protection®, we're on your side to |
| employment situation is 'take it or leave it'. Tell | | | | protect your career and financial future. Get |
| them you need to think this situation over. They | | | | Career Protection-Your advantage in employment |
| will not, and cannot, withdraw the severance | | | | negotiations. ® |
| offer-even if you ask for more! In fact, there are | | | | Free Consultation! Call us to see if we can assist |
| federal laws which require them to give you three | | | | you. |
| weeks or up to 60 days to consider the | | | | |