The Lebowitz Law Firm Provides Detailed Analyses of Severance Agreements
Maryland attorney helps terminated employees evaluate their options
Losing a job can be incredibly stressful. The emotional and financial pressure you face is often not conducive to making careful long-term legal decisions. Yet, this is when many dismissed employees are presented with severance agreements, where payment is offered in exchange for a waiver of your legal rights. If this happens to you, Mr. Lebowitz can evaluate whether you have any potential claims against your employer so that you can have the knowledge you need to make an informed decision. He can also help you assess whether the terms of the proposed severance agreement are fair and reasonable, and whether it is in your best interest to sign.
Thorough counselor assesses potential claims
To determine whether a severance payment compensates you fairly, you need to understand the likelihood of a successful lawsuit against your employer. Mr. Lebowitz can evaluate potential legal actions and what you might be able to recover by alleging:
- Discrimination based on age, race, gender, religion, or membership in other groups protected under federal, state, and local law
- Violation of an employment contract
- Refusal of an employer to comply with the Americans with Disabilities Act or the Family and Medical Leave Act
- Unlawful retaliation for opposing employer misconduct
Mr. Lebowitz’s knowledge of federal, state, and local law, and the compensation obtained by plaintiffs in similar situations is crucial to helping you make an informed decision as to whether the severance payment is adequate and whether the terms of the severance agreement are favorable or harmful to your interests.
Reach out to our firm for comprehensive advice on severance agreements
Contact the Lebowitz Law Firm online or at 410-730-9010 to schedule a consultation with a thorough Maryland employment law attorney who can help you determine whether signing or challenging a severance agreement is in your best interest.