Frequently Asked Questions

Select questions of interest below.

FAQs — Hired?

Make sure you don't settle for less! Every employment situation is unique, but no situation is “take it or leave it”. We will assist you in negotiating your compensation, benefits, and incentives package. Don’t leave dollars, benefits, and perks off the table!

I don’t think I can negotiate the job offer I received because the company has established salary ranges, fixed benefits, certain incentives/perks, and I may lose the offer, right?

Wrong! No employment offer is a “take it or leave it” situation. All offers can and should be negotiated. Your new employer EXPECTS you to negotiate the offer, even after they tell you it’s the best they can do. Don’t leave dollars, benefits, and perks off the table.

Should I sign a non-compete clause, arbitration agreement, confidentiality clause, and/or other restrictive covenants in my employment application or agreement?

Think twice before signing anything! In many states, any agreement an employee signs is not valid unless the employer provides something to the employee to enter into the agreement. For example, reasonable restrictions on your ability to work in a business that competes with your former employer are usually lawful. Whether the agreement is deemed reasonable ordinarily depends on the duration of the restriction; its geographic limits; and the activity prohibited. Interpretations of law vary widely from state to state. It is best to contact us to determine whether the restrictions placed on you are legal.

Contact us to be sure you ask for everything you have earned and deserve, such as the right amount of incentive compensation, vacation/PTO, perks, private equity/stock options, deferred compensation, retirement benefits, and insurance coverage that others are receiving at your level of employment.

FAQs — Fired or Laid Off?

Should I accept the severance pay being offered?

Be very careful before you accept ANY severance pay, plan, or program. No severance package is a “take it or leave it” situation! Your severance can be structured to provide more beneficial tax treatment and better opportunities for benefits. It depends upon your situation as to how you should receive severance as there are potential tax risks, vesting and unemployment compensation issues. In addition, payments may impact your eligibility for incentive compensation.

Call us to see how your severance pay package should be structured, so we can evaluate whether your ultimate receipt of the funds should be either lump sum payment, salary continuance, or as periodic payments.

Should I sign a release of claims and other restrictive covenants or clauses as are being required in my separation agreement?

Think twice before signing anything! Don't sign any release of legal rights or final settlement of claims or any other restrictive covenant, such as confidentiality or non-compete provisions until you either consult us or are certain you understand all its terms. Releases and settlements written by an employer ordinarily contain a lot of terms that protect your employer. They are not written to help or protect you. You must negotiate in order to protect your career.

Contact us to be sure you ask for everything you have earned and deserve, such as the right amount of compensation, perks, equity, deferred compensation, benefits, and insurance coverage which others are receiving at retirement.

FAQs — Retired?

Should I accept the retirement package being offered?

Be very careful before you accept ANY retirement pay, plan, or program! Your retirement can be structured to provide more beneficial tax treatment and better opportunities for benefits, such as gap health insurance. It depends upon your situation as to how you should receive retirement pay as there are potential tax risks. In addition, payments may impact your eligibility for incentive compensation. Call us to see how your retirement package should be structured, so we can evaluate whether your ultimate receipt of the funds should be either lump sum payment, salary continuance, or as periodic payments.

I don’t think I can negotiate the retirement package I received because the company has established compensation ranges, fixed benefits, and certain incentives/perks, right?

Wrong! No retirement package is a “take it or leave it” situation. In fact, there are federal laws, such as the Older Workers’ Benefit Protection Act (OWBPA) which require certain provisions to be included in a retirement agreement and should be negotiated. You must consider Pension, equity/stock option, 401(k) and Supplemental Executive Retirement Programs (SERPs) and most importantly, all vesting issues. Don’t leave dollars, benefits, and perks off the table!

Free Consultation!

Call us to see if we can assist you.

(877) 475-2948