What to Do When Negotiating Severance Packages
There are no laws prohibiting you from negotiating a better deal with your company. You can bargain for perks like health insurance and standard packages with the help of a Los Angeles severance package lawyer. As an employee, you have the right to negotiate for higher benefits if your employment is terminated, especially if your benefits package is inadequate or non-existent.
The law simply establishes basic requirements that businesses must adhere to in order to protect their employees' rights. As a result, if the agreement benefits the employees more, the law will gladly take a back seat and allow the mutually advantageous work arrangements to remain and grow.
When Severance Packages Are Against the Law
A severance package is an agreement between an employer and an employee in which the former pays the latter a certain sum of money, which may or may not include other benefits, in the event that the latter is laid off, fired, or resigns. However, there are times when this agreement crosses the line into illegal territory. If a severance package includes the following items, it is prohibited.
Severance Agreement as a Matter of Right
Severance packages are often optional, as there is no law mandating your company to provide one. If a severance package was part of your salary package when you first started working, you are more than entitled to it. If your employer refuses to provide you with suitable termination benefits after you were led to believe that you would be offered one by a written contract, company mandate, or oral promise, you have grounds for legal action.
As a result, your employer cannot tell you that the package is optional after you accept to work for him or her because it is already included in your initial agreement or contract. If your company refuses to provide you one or discuss the benefits with you after you’ve been fired, you can file a claim for employment and labour law breaches with a Los Angeles severance package lawyer.
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Employees are protected by federal and state legislation. Employees who believe they have been subjected to workplace sexual harassment or discrimination may consult an employment lawsuit attorney. A lawyer can assess the situation and explain the employee’s choices. In the interim, workers should maintain precise records of any workplace harassment they encounter.
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