Top Tips for How To Get The Most Severance

When an Employer offers a terminated employee severance it is not done out of the pure goodness of the Employer’s heart, but rather because the Employer wants something.  We know this because if an Employer would not want something then the Employer would merely hand the now-terminated employee a severance check (or direct deposit money into the now-terminated employee’s bank account), rather than requiring the employee to sign a severance agreement and general release to get such money.

Frequently when an Employer terminates an employee’s employment the Employer will deliver such a severance agreement to the employee, offering to pay severance generally for the following main reasons:

TOOLKIT LEGISLATION FOR EMPLOYEES DEALING WITH NON-COMPETE/NON-SOLICITATION ISSUES

Part 3

Provided below are several items of passed Illinois legislation that attorneys and non-attorneys should be aware of toward being aware of the rights of employees and protecting the rights of those employees  –  and toward having certain strategies/ additional strategies to protect those rights.

TOOLKIT CASES FOR EMPLOYEES DEALING WITH NON-COMPETE/NON-SOLICITATION ISSUES

Part 2

Provided below are certain additional cases that attorneys and non-attorneys should be aware of toward being aware of the rights of employees and protecting the rights of those employees  –  and toward having certain strategies/ additional strategies to protect those rights.

TOOLKIT CASES FOR EMPLOYEES DEALING WITH NON-COMPETE/NON-SOLICITATION ISSUES

Part 1

Provided below are certain cases that attorneys and non-attorneys should be aware of toward being aware of the rights of employees and protecting the rights of those employees  –  and toward having certain strategies/ additional strategies to protect those rights.

Effective January 1, 2020 the Illinois Workplace Transparency Act (the “Act”) became effective. This Act provides major protections for Employees – and happily provides pitfalls for unwary Employers who try to squeeze Employees (as they have been doing for many years) – in the areas of:

  • Employment agreements, severance agreements, and settlement agreements containing non-disclosure and non-disparagement clauses;
  • Sexual harassment training;