Severance Packages – Key Points for Every Agreement

By | August 22nd, 2013|Categories: Featured, Severance Pay|

A severance package is designed to ease your transition out of the company. Your employer wants to make sure you leave quietly and you want to obtain a cushion to hold yourself over until you find a new job. The points below are important to anyone trying to evaluate a severance offer.  If you need assistance, contact our New [...]

Severance Agreements – How to Improve the Terms

By | August 22nd, 2013|Categories: Featured, Severance Pay|

Severance agreements are often open to further negotiation. Companies typically expect that their initial severance pay offer will be met with a counter offer. For example, if you have been offered four months of severance pay, your employer may be willing to pay six or seven months of severance if you ask for it. There is no [...]

Five Ways to Defeat New York Non Compete Agreements

By | August 19th, 2013|Categories: Non Compete Agreements|

Are you bound by a New York non compete agreement?   Are you trying to move from one employer to another in the same industry?   A non compete agreement can ruin your plans.  This article discusses five tactics to beat a non compete.  If a non compete agreement is causing problems for you, it [...]

Non-Compete Agreements Do Not Apply to New York Workers Fired Without Cause

By | August 18th, 2013|Categories: Featured, Non Compete Agreements|Tags: , , |

Fired workers in New York are not bound to non-compete agreements if they were terminated without cause.  The Southern District of New York decision, in Arakelian v. Omnicare Inc., affirms the right to work for most employees in New York, helping the state stand out for its protections of its workers. Non-Compete Agreements Void if Employee is [...]

Retaliation at Work and How to Recognize it – OttingerLaw

By | August 17th, 2013|Categories: Retaliation|

Fear of retaliation at work prevents many employees from defending themselves against the abusive and illegal actions of their employers.   Many employees would rather put up with discrimination, a hostile work environment, or accept being misclassified as an independent contractor or salaried employee, than risk alienating an employer and possibly even losing their jobs by [...]