A severance agreement, also known as a separation agreement, is a contract between an employer and an employee who is being let go to prevent the employee from bringing a lawsuit against the employer, or taking advantage of the employer, in trade for certain extended benefits after the employment is terminated.
When an employer misuses a severance agreement, it accidentally creates the problem the agreement is supposed to avoid. Consult a Dallas lawyer with experience in the use and creation of separation agreements to avoid this problem.
At Key Harrington Barnes PC, we are exceptional litigators who believe in helping employers avoid potential situations that may result in litigation. We have an excellent track record of providing exceptional service for our clients at an affordable cost. We know how hard you work to keep your business on an even keel, and we partner with you to help you navigate the potential legal pitfalls that can arise everywhere you turn.Prevent Your Severance Agreements From Being Used Against You
The point of a severance agreement is to prevent a former employee from having recourse to sue you for letting him or her go, whether it is a layoff, a firing or retirement. If the document you have him or her sign is not written clearly, covering every contingency, or if he or she does not understand what is being signed, your employee may be able to challenge the severance agreement's validity.
Our attorneys work with you to determine whether a severance agreement is necessary in a given situation and draft the agreement so it is solid, clear and will stand up in court if required. We help you decide what benefits are fair to extend and what you will receive in trade for your employee's consent to the agreement.End the Relationship With Your Employees Successfully on Both Sides
Contact our office in Dallas, Texas, at (214) 615-7925 to schedule your confidential consultation with one of our attorneys regarding your severance agreement concerns. Our firm offers reasonable fees and retainers to help employers who cannot afford full-time in-house counsel.