| There are many ways to say it: Laid off, fired, | | | | not the welfare of terminated employees. |
| sacked, downsized, let go and terminated. When | | | | Before you sign anything, you should consult an |
| your relationship with your employer comes to a | | | | expert who knows human resources and |
| sudden end, the initial feeling may be shock, relief, | | | | employment law inside and out. Many companies |
| and anger. However you feel, you need to keep a | | | | will want you to sign an exit agreement upon |
| cool head to take care of things. The severance | | | | leaving, or offer you a low-ball figure for a |
| package is one thing that you must keep in mind. | | | | severance package. Don't accept it. |
| Depending on the circumstances surrounding | | | | This is where a professional can come in and |
| layoff, you may have legal recourse and rights | | | | review the situation. There are rights that you |
| when it comes down to severance. Human | | | | have under the law. The company may owe you |
| resources may make you an offer upon your | | | | a severance package based on your original |
| exit interview, but don't let the heat of the | | | | employment contract. There are benefits and |
| moment catch you off guard. | | | | insurance policies to consider. Consulting with a |
| Companies rarely want to give away fair | | | | legal expert and having them on your side when |
| severance packages that reflect the employee's | | | | you are negotiating a package can be a wise |
| years of service and dedication to their jobs. | | | | move on your part. You may even have to go |
| They are watching out for their own bottom line, | | | | into litigation to get what you deserve. |