DESCRIPTION
Releasing Employees & Drafting Separation Agreements
When an employee leaves a company voluntarily or involuntarily employers often fear the worst. Departing employees may have had access to very important and confidential information of the employer – client/customer lists, vendor information, pricing information. How can it protected? Employees may allege they are due additional salary, bonuses or commissions. Might they sue? There may have been issues involving suspected or alleged harassment or discrimination. What’s the risk of liability? Employees might be disgruntled. Can anything be done to prevent disparagement of the company? Drafting separation agreements are complex and as important as employment agreements. This program will provide you with a practical guide to drafting employee separation agreements.
- Salary and benefit issues, severance payments, and payments tied to future performance
- Identifying points of potential liability in both voluntary and involuntary separations
- Drafting enforceable waivers of liability – scope, length and payment issues
- Post-separation commission issues for sales employees
- Preserving the confidentiality of important business information post-separation
- Non-disparagement, non-competition and non-solicitation provisions
- Mediation and other dispute resolution provisions
SPEAKER:
Jerrold F. Goldberg is a partner in the New York City office of Greenburg Traurig, LLP, where he has more than 35 years’ experience practicing in virtually all aspects of labor and employment. His expertise includes employee leave under federal and state law, traditional labor/union-management issues, employment discrimination, executive employment, severance agreements and wage and hour laws. He represents clients before the EEOC, the FRLB, and federal and state courts. Mr. Goldberg received his B.S. from Cornell University and his J.D. from New York University School of Law.
Disclaimer: All views or opinions expressed by any presenter during the course of this CLE is that of the presenter alone and not an opinion of the Oklahoma Bar Association, the employers, or affiliates of the presenters unless specifically stated. Additionally, any materials, including the legal research, are the product of the individual contributor, not the Oklahoma Bar Association. The Oklahoma Bar Association makes no warranty, express or implied, relating to the accuracy or content of these materials.