Minnis-Smallets` labour law specialists can check your severance agreement, explain the terms and answer your questions to make sure you make an informed decision. We can help you identify your options and we can negotiate terms that are more advantageous to you. The labour law specialists at Minnis-Smallets in San Francisco have advised many executives, professionals and collaborators on their severance agreements. To plan a review of your severance agreement, please call us at 1-415-551-0885 or send our contact form online. Together, these new California laws are expected to lead to a thorough review of severance pay and other transaction agreements. The language may be added, revised or omitted to comply with the new laws mentioned above. Please tell us if we can help. Severance agreements can be a blessing in disguise for employees who want to steer their careers in a new direction. The most important thing to remember is that a severance agreement is a contract. If you sign a contract and do not read some or all the conditions, you are still required to respect the entire contract.
29 severance contracts must be signed on a voluntary basis. As a general rule, workers are offered money that an employer is not legally able to pay to encourage the signing of the contract. Section 1670.11 has been added to the California Civil Code, which prohibits language in contracts and transaction agreements prohibiting anyone from testifying in administrative, legislative or judicial proceedings concerning alleged criminal conduct or sexual harassment. An employer is not required to include a specific language to meet this requirement. In the event that your severance agreement contains a language that could be read as the place of existence of the acts mentioned above, a language should be added that reflects the language of Section 1670.11. It must go beyond what is the employee`s responsibility. For a termination agreement to be enforceable in California, the worker must have a value beyond what he or she is already entitled to. If an employee is liable for a vacation allowance or bonus, the payment of these sums will not offer legal consideration through a discharge of the debt.