Employees often receive stock options or restricted shares and performance shares or shares that are subject to vesting and have limits on when they can be exercised or earned. Here are some frequent requests from employees in connection with severance agreements: Yes. Your employer may charge the money they paid you in exchange for waiving your rights if you successfully challenge the waiver, justify age discrimination and receive a cash bonus. However, your employer`s recovery should not exceed the amount he paid for the waiver or the amount of your premium if it is lower.  What you should do is pay attention to all the points highlighted in the Employment Ageism Act and prepare a valid redundancy agreement tailored to your employee`s circumstances. You cannot expect the employee to sign and immediately return the severance agreement. Since the employee has a 21-day cooling-off period to verify the terms of the redundancy package, you should not immediately rely on a signature. Yes, yes. Although your severance agreement may use broad language to describe the claims you have released (see example 1), you can still file a charge with the EEOC if you feel that you have been discriminated against or terminated undue during the employment.
 In addition, no agreement between you and your employer may restrict your right to testify, attend or participate in an EEOC investigation, hearing or proceeding under ADEA, Title VII, ADA or EPO. Any derogation provision that attempts to waive these rights is invalid and unenforceable.  No. Since the provisions of severance agreements designed to prevent employees from submitting a tax to the EEOC or from participating in an investigation, hearing or procedure are not applicable (see question 3 above), you may not be required to return your severance pay – or any other consideration – before a tax is deposited.  See z.B. Wastak v. Lehigh Health Network, 342 F.3d 281 (3d Cir. 2003) (courts must consider all circumstances” to determine whether the execution of a waiver was “knowledge and voluntary”); Smith v.
Amedisys, Inc., 298 F.3d 434 (5. Cir. 2002) ([i]n the determination of the knowingly and wilful execution of a release, this court has an approach to “all the circumstances”. Even courts that apply ordinary contractual principles generally take into account the circumstances of the execution of the release, the clarity of release and whether the employee has been represented by counsel or prevented from consulting counsel. See z.B. Whitmire v. WAY_FM Group, Inc., 2008 WL 5158186 (M.D. Tenn). Deci. 8. Dec.
8.12.2008) (in the opinion that a waiver was knowing and voluntary, a court found that the employee had at least 21 days to review the agreement, asked questions that led to a revised agreement, sought advice from a lawyer, but warned him and decided to sign the agreement. , and admitted that they understood what they were signing). Whether there is a “program” depends on the facts and circumstances of each case. But the general rule is that there is a “program” when an employer offers additional consideration – or an incentive to leave – in exchange for signing a waiver declaration to more than one employee. On the other hand, if an employer has laid off five employees in different units from other units (for example. B by default) and not in the context of a layoff of several days or months, it is unlikely that a “program” will exist. Avoid these arguments by giving the employee enough time to think about the release agreement. In fact, the federal law – the Protection of Older Workers Act (OWBPA) – requires such a period (21 days, to be precise) if the employer wants a worker 40 years of age or older to renounce the age.