Learn about the legal perspective behind employment contracts and severance pay.
Employment contracts describe various staff and employer responsibilities. They remain in effect until the expiration date arrives or both parties sign a new agreement. These documents frequently provide details on benefits, noncompete covenants, dispute resolution and acceptable reasons to terminate an employee. Many contracts also include information about severance pay.
The government normally doesn’t force companies to supply severance packages. It only calls for employees to receive compensation for unused vacation days after a business terminates them. Federal law requires organizations to provide severance pay if they agree to do so when negotiating contracts with employees or unions.
The Worker Adjustment and Retraining Notification Act has created one exception. Large and midsized firms need to notify employees at least 60 days before significant layoffs occur. If they don’t comply with this rule, businesses must provide normal wages to all workers for two months. States can choose to enforce stricter laws. For example, New York requires 90 days’ notice.
Some firms supply each employee with a large one-time severance payment. Others continue to pay salaries on a weekly or biweekly basis. This method often results in smaller unemployment insurance payments. The rules differ from one state to another. New Yorkers with substantial severance packages usually cannot collect jobless benefits.
Compensation varies depending on a person’s job and employment history at a company. Most individuals receive one to three weeks’ wages for each year they have worked for an employer. Some firms limit the number of years. Executives and managers tend to benefit from larger payments.
Federal law requires businesses to let workers retain group health insurance plans for 1.5 years after termination. It doesn’t compel them to pay or subsidize the premiums. Nonetheless, people sometimes gain this benefit during severance package negotiations. Slightly more than half of employers fund at least part of these costs.
Some employees secure additional benefits while negotiating severance packages. For instance, about one-fifth of eligible staff members continue to receive stock options. Certain companies also provide yearly bonuses and life or disability insurance to newly unemployed workers. A few organizations supply funds for job training programs.
Before providing severance pay, employers usually expect staff members to sign waivers that limit their right to take legal action. These documents bar employees from initiating discrimination lawsuits. An agreement will only hold up in court if the worker receives income in exchange for relinquishing this right.
When an employer terminates a staff member who exceeds 40 years of age, it normally asks the person to accept an age discrimination waiver. An employee must sign it to receive a severance package. Federal law requires companies to give older workers at least three weeks to determine if they should sign this document or take legal action.
To sum it up, severance packages provide pay and benefits to certain workers when they lose their jobs. Staff members often need to sign papers stating that they won’t initiate lawsuits against their former employer. It’s important for companies to follow relevant state and federal laws when developing contracts and announcing layoffs. An experienced employment attorney can supply valuable advice.