A timeless pattern persists in corporate offices. Across the country, every day, workers facing layoffs or termination are offered severance agreements that, on the surface, appear rather generous. But signer beware! Often, these documents have hidden provisions that heavily favor the business over the worker.
What looks like financial relief turns out to be a legal trap that can trick employees into signing away critical rights—and can even cost them thousands of dollars. And remember: the company’s agreement was drafted by lawyers to protect the company; you deserve a lawyer of your own who knows the playbook and can level the field. Workers don’t have to face these daunting contracts alone; they have an entire team of allies at the offices of Levine & Blit.
“Layoffs and terminations are already big stressors,” notes Matthew J. Blit, Esq. “You have enough on your plate during this time; the last thing you need to be doing is trying to interpret a legal document—especially one that affects so much of your future. You need to know your rights are protected, and that you have a good buffer. You need to know your rent, your groceries, and your bills are covered until you can find another job. That’s why we’re here to help.”
With five offices across four states, Levine & Blit’s award-winning severance attorneys have built a nationwide reputation for protecting employees' rights and ensuring they receive their due. They’ve made it their mission to help workers understand their rights and fight for fair and balanced severance agreements.
“We want workers to know, they don't have to sign immediately,” explains Matthew J. Blit, Esq. “They have a right to legal counsel, and it’s best to exercise that right.”
Hidden Traps in Standard Agreements
Many employees don’t realize that companies aren’t legally required to offer severance packages. When employers do provide these agreements, they’re primarily designed to protect the company’s interests, not the employee’s welfare. The most common goal? Get workers to waive their rights to pursue legal action and limit their future opportunities. Two primary examples: non-compete clauses may prevent workers from accepting positions with competitors, limiting career advancements for months or even years; also, non-disparagement provisions can silence employees from speaking about workplace issues, even legitimate concerns about safety or illegal practices.
“A severance agreement is written to benefit your employer—not you,” states Matthew J. Blit, Esq. “These provisions can seriously affect your time, livelihood, and future opportunities, which is why a careful legal review matters.”
Release clauses represent perhaps the most significant risk. These provisions typically require employees to give up their right to sue for discrimination, harassment, or other violations of federal and state employment laws. For workers who have experienced workplace misconduct, signing such agreements could mean forfeiting substantial compensation.
Levine & Blit’s severance attorneys in New York regularly encounter cases where the potential value of a discrimination or harassment lawsuit significantly outweighs the proposed severance package. Without proper legal review, workers might unknowingly accept a fraction of what they're truly entitled to.
The Negotiation Advantage
“Many workers don’t realize that most severance packages are negotiable,” notes Matthew J. Blit, Esq. “It’s always worth looking into legal review and asking for adjustments.” Businesses might adjust the compensation amounts, extend benefit coverage, or remove harmful provisions. Successful negotiation requires an understanding of employment law, the ability to recognize leverage points, and knowing how to communicate effectively with corporate reps.
Levine & Blit’s severance attorneys in Westchester and beyond bring extensive experience in employment-law negotiations to each case. This expertise has helped countless employees across their service areas secure better severance packages while protecting their future opportunities.
But workers do have a deadline. “You have a certain amount of time to review the agreement and then accept, reject, or negotiate,” explains Matthew J. Blit, Esq. “It’s important to seek legal advice as soon as you receive notice. Severance packages have only gotten more complicated, so a professional review is essential.”
Protecting Workers’ Rights Nationwide
While severance agreements represent a critical battleground for employee rights, they’re just one piece of a much larger puzzle. Levine & Blit’s practice extends to discrimination cases, harassment claims, wrongful termination, wage and hour disputes, and retaliation against whistleblowers. This broad expertise proves invaluable when reviewing agreements, as severance lawyers can spot patterns that might indicate underlying violations worth far more than any severance offer.
With offices across New York, New Jersey, California, and Florida, Levine & Blit stands ready to help workers navigate the complex landscape of employment law. Their comprehensive approach ensures that employees don't just get fair severance terms—they get justice for the full range of workplace violations they may have endured. Workers facing layoffs, termination, or other issues with their employers are encouraged to contact Levine & Blit for a free consultation.
Media Contact
Company Name: Levine & Blit
Email: Send Email
Phone: 866-392-2661
City: Rye Brook
State: New York
Country: United States
Website: https://www.levineblit.com/
