Separation Agreement Consideration Period

The severance pay provided, among other things, that the worker exempted his employer from «all claims». . Of any kind,» including rights under ADEA and other federal, state, or local laws dealing with discrimination in the workplace. The severance pay agreement also referred to «obligations not to bring legal proceedings» and stated that «[i]n its obligation not to bring an action shall not apply to acts based exclusively on [ADEA]». After reading the severance pay agreement, the employee asked his supervisor whether the exception for ADEA`s rights, contained in the agreement, could not take legal action, meant that he could sue the employer if his claim was limited to rights under ADEA. His supervisor contacted the employer`s legal department and then sent the employee an email in which he said, «Regarding your question about general permission and agreement not to file a complaint, the text is as expected. . . . The site`s lawyer was not comfortable giving you an interpretation and suggested consulting with your own lawyer. «While the guidelines should be seen as a resource for employers who offer severance pay agreements to their laid-off employees, it is also important to take into account that, in its publication, the EEOC occupies some dubious positions. .

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Sobre el Autor: Luis