Employee severance arrangements, used properly are a great tool for managing a former employee’s post-termination activity, and, particularly for minimizing your liability. They can also be a trap for the unwary. For example, an improperly drafted release agreement could be invalidated and of no effect. Some severance packages are subject to ERISA. Some employers find themselves ordered by a court to provide severance pay or benefits even though they do not have a written severance agreement.
This webinar examines the most up-to-date strategic, legal, and financial considerations employers need to consider when offering severance arrangements to terminated employees.
Why should you attend?
You will learn what you need to be aware of when structuring a severance arrangement and writing the agreement in order to protect your company’s legitimate interests.
- Common severance myths
- The difference between severance agreements, severance packages and severance plans
- Key elements of a severance agreement and language that should be considered for most severance agreements
- The EEOC and severance agreements
- An overview of the special rules applying to older workers–who’s protected by the Older Workers Benefit Protection Act, and what it means to you
- Discrimination Issues
- Affordable Care Act and COBRA Issues
- ERISA considerations
- Case examples
Who Should Attend?
- Business owners
- Compensation Officers
- Benefits Administrators
- HR Directors/Managers
- Senior Management