Mansell Law offers top-rated Columbus Severance Agreement Lawyers who have a wealth of experience in negotiating additional severance for their clients. They have also reviewed hundreds of severance agreements to ensure that the terms are just and fair. With their Ohio severance attorneys, you can rest assured that your severance review and negotiations are in safe hands.
Severance Review:
Severance agreements can be challenging to understand, and it's crucial to consult with an employment lawyer before signing. Once you sign the agreement, you cannot reverse it, and it's essential to know what rights you may be giving up or the restrictions you will face while seeking new employment. Don't leave the legal terms of your severance agreement to chance.
Severance Negotiations:
It's also essential to make sure you get what you deserve. Mansell Law's experienced severance negotiators will help you to ensure that you are being fairly compensated for the potentially difficult transition period ahead. They know how to leverage your past employment to help you move forward.
Contact Mansell Law's Columbus Severance Agreement Lawyers for more information on Severance Agreements. They prioritize their clients' needs and offer the best representation possible to ensure you are protected.
SHOULD I GET MY SEVERANCE AGREEMENT REVIEWED?
My Employer Offered Me A Severance, Should I Get The Agreement Reviewed Before I Sign It?
Consider having an
Ohio Employment Lawyer at Mansell Law review your severance agreement before signing. It could contain broad legal releases that may waive important legal rights or claims against your employer. An employment lawyer can help you understand the terms and negotiate a larger severance, so
contact us for a consultation.
Why Do Employers Offer Severance Packages To Employees?
Severance packages are provided by employers for a multitude of reasons. They may be given as a form of recognition for an employee's length of service, to help the employer maintain their competitive edge in the industry, or to soften the blow of involuntary terminations during employee layoffs. Additionally, severance packages may serve as a method for the employer to avoid potential legal action by having the employee sign a release in exchange for the severance payout. While the standard offer used to be two weeks of wages for every year of service, severance packages now vary widely depending on industry and the specific employer. Our team of
Ohio Employment Lawyers can assist in determining whether your severance offer is in line with current industry standards.
I Only Have 24 Hours To Accept My Severance Package, Is This Legal?
When an employee is terminated, employers often give them a specific timeframe to sign a severance agreement. This period can vary depending on the circumstances, but for employees over the age of 40, the Older Workers Benefit Protection Act requires that they be given at least 21 days to review and agree to the terms. It's worth noting that employees in this age group also have the legal right to revoke their agreement within seven days of signing. In cases where a mass layoff or workforce reduction occurs, employees over 40 must be given a minimum of 45 days to review and accept the severance agreement.
My Employer Laid Me Off But Didn’t Offer Me A Severance, Am I Entitled To One?
It's unfortunate that neither federal nor Ohio law mandates that employers offer a severance package to terminated employees, even if the dismissal was not justified.[2] However, you should still consult an Ohio Employment Attorney about your termination to explore any violations of state or federal employment laws. Our team of Severance Agreement Attorneys at Mansell Law can help you negotiate a beneficial severance agreement that releases you from any legal claims if your employer has breached any regulations.
Mansell Law represents employees in severance negotiations and aims to secure the best possible outcome for their clients.
[2] Some employees may be eligible for a severance payment if their employer is subject to the WARN Act and failed to provide the required 60-day notice of a mass layoff.
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