Severance packages are negotiable and often significantly under-market.
California law imposes specific requirements on severance agreements, including revocation periods for age-related waivers and disclosure requirements. Non-disparagement, non-compete, and cooperation clauses are often unenforceable but survive because employees sign anyway.
What we handle in these cases.
When severance package review cases come into the firm, they usually break down into a few recurring patterns.
- Case intake and initial evaluation
- Evidence preservation and demand letter
- Negotiation, mediation, or arbitration
- Litigation and trial preparation when needed
What California law says.
California statutes, applicable Labor Code sections, and controlling case law govern each of these claims. Deadlines vary. Free consultation covers the specific statute of limitations for your situation.
The 21-day review period on age-related waivers is federal law. Use it. Call before you sign.
How the case actually gets built.
Every case John accepts follows the same structural approach. Preserve the evidence early. Interview witnesses while memory is fresh. Get the documentary record — HR file, medical records, police reports, ELD data, surveillance video — under a preservation letter before it disappears. Frame the case for trial from day one, even if it settles at mediation months later.
Severance Package Review cases at the firm follow the same discipline that runs through every John Ramirez case: preserve evidence early, build the case around the documentary record, and prepare for trial even if the case will settle. Trial preparation is what generates leverage at mediation.
Fees and timeline.
Contingency fee. No fee unless we recover.
The first draft of severance is the employer's opening offer, not the deal.
Ready to talk?
Consultations are free and confidential. When you call the firm, you speak with John. Same-day response. Se habla español.