A redundancy agreement is often written as a contract or letter and usually contains a list of numbered paragraphs that sets out specific conditions for the termination date, severance pay, benefits, references, restitution of company property and release of rights against the employer. If your employer decides to fire you, they can give you a severance agreement that resembles this one: Although an employee has signed a termination agreement, many claims against your company deny (but not the possibility of taking legal action with the EEOC), you still want the employee to leave your company, knowing that you have done everything you can to ensure that their exit was smooth and painless. If you are offering a severance contract, you must grant a 7-day withdrawal period in which the employee can refuse the offer he has signed. The cooling-off period is usually 21 days, as this is the statutory period that companies currently have to give to workers over 40. This document answers any questions you may have if a severance agreement is offered to you in exchange for waiving your real or potential rights to discrimination. Part II contains basic information on severance agreements; Part III indicates the validity date of the waiver; and Part IV deals specifically with the exception of age discrimination rights, which must comply with the provisions of the Seniors Protection Act (OWBPA). Finally, this document contains a checklist with advice on what to do before signing a waiver in a severance agreement, as well as a sample of an agreement offered to a group of employees that gives them the opportunity to withdraw in exchange for severance pay. Example 8: A staff member who was informed that his dismissal was the result of a “reorganization” signed a waiver against severance pay. After hiring a younger person to do his old job, he filed an age discrimination complaint. The company then changed its position, stating that the real reason for the employee`s dismissal was his poor performance. The employee submitted that his waiver for fraud was not valid and that if he had known that he was being dismissed for allegedly poor benefits, he had suspicions of age discrimination and would not have signed the waiver. The Tribunal found that the fraud was sufficient grounds to find the waiver invalid.  Although this clause is only required for workers aged 40 and over, it has been quite common in all transaction agreements.
This is probably because employers use forms that they download for free instead of using a law firm to create custom forms on a flat-rate basis. If the person does not sign the document within 21 days, the contract is invalid. It`s as simple as that. Q – If the employee signs the compensation agreement and takes the money, do I have anything to worry about? Example 5: An employee who had worked for his company for 28 years was selected for an involuntary FIR and was asked to sign a “General Release and Covenant Not to Sue” for money. The severance pay provided, among other things, that the worker had “liberated his employer from all rights” . . . . regardless of their type,” including rights under ADEA and any other federal, regional or local legislation that deals with discrimination in the workplace.
In the severance agreement, there was also reference to “alliances, without legal action” and stated that “the non-recourse agreement does not apply to acts that are exclusively based on ADEA.” Upon reading the severance agreement, the worker asked his supervisor whether the ADEA rights exception contained in the contract could not bring legal action, meant that he could sue the employer if his action was limited to ADEA`s rights.