Negotiate a Severance in Hollister, CA

Obtain Experienced Legal Help from Our Hollister Employment Lawyer

Although our economy has recovered and experienced growth since the recession, people still encounter situations where they are forced out of their jobs. If you were summoned to the conference room and asked to sign a separation agreement, you are likely in need of our firm's professional help. While workers facing severance packages may not have much leverage, that should not stop them from attempting to negotiate a better deal.

At Marder Employment Law, our Hollister employment law attorney can access your situation and determine the best course of action in order to obtain the most favorable outcome possible. With more than 25 years of experience, Attorney Marder has an in-depth understanding of California employment laws to help you navigate through the complexities and present you with all of your available legal options. Let him protect your rights and future today.

What Happens When You are Given an Exit Offer?

It is imperative to understand that you do not need to accept the company’s initial offer when you have been presented with a severance package. This agreement often contains a waiver of your important rights, which is why you must determine whether or not your rights are being violated and what choices you have going forward.

Once the agreement has been signed, you typically waive all claims you may have against the company. In addition, you surrender the chance to not only achieve reasonable financial terms for your transition to the employment, but the opportunity to claim a wrongful termination, obtain a reference or withhold a potentially adverse reference, arrange a resignation, and other critical advantages you may possess.

Let Us Review Your Severance Package Today

With our experienced Hollister employment lawyer on your side, you can secure favorable severance terms that are designed to fairly compensate you and better your opportunities for immediate reemployment. Attorney Marder can determine whether you have the basis for wrongful termination, discrimination claim, retaliation claim, or sufficient leverage to demand a bigger payout.