Up on Fortune magazine’s column “Practically Speaking” is the following question:
Frank has been with us for more than 20 years. He works in the warehouse and has done a good job for us. I like him. But, to be honest, for the work he performs I could easily replace him someone younger and …
As I keep trying new things for the blog, today I introduce an “explainer” video. You’ve seen them before; it’s a short movie explaining a subject.
Today’s topic is one I’ve touched on from time to time — separation agreements that comply with the Older Workers Benefit Protection Act.
Let me know what you
Last week, a story caught my eye and the attention of some of my colleagues. As reported first by Bloomberg BNA, IBM has stopped providing the comparison information that is typically required in separation agreements for older workers under the Older Workers Benefit Protection Act.
You may be wondering how that is possible. Robin
Suppose you have to terminate an employee who is over the age of 40 and you decide to offer that employee a separation agreement.
(I’ve previously covered the “standard” provisions in an agreement here and discussed a 2009 EEOC Guidance on the subject here.)
You already know (right?) that releases for employees over
The situation is a common one.
But here’s where things get
The title of this post is, of course, a bit misleading. Any lawyer will tell you that each employment case you may have is unique and that any settlement must take into account the facts and circumstances of the particular case.
All true. And, if your company is negotiating a settlement, you ought to have
As this blog has grown over the last few years, I’ve noticed that some readers have missed earlier articles on relevant topics. Indeed, sometimes they ask why I haven’t written about it before when, in fact, I have.
Rather than write the same post again, I thought it would be useful, from time to time
Earlier this month, I posted on a bill pending before the Connecticut General Assembly that would have changed the statute of limitations for filing employment discrimination claims and allowed a Complainant to ask for a release of jurisdiction of the CHRO as soon as possible.
This week, the Labor & Public Employee Committee approved of
From time to time, employers are faced with a quandary: When an employee has not been following the rules, do I fire the employee straight up? Or do I give the employee an opportunity to resign first, and potentially sign a settlement agreement?
Why might an employer do that? Well, it allows the employee to save face
In a hearing earlier today, the Equal Employment Opportunity Commission discussed the "devastating impact" that age discrimination has on workplaces and employees.
For employers, however, the most notable item from the hearing was the release of new technical guidance regarding separation agreements and the waivers of age discrimination claims contained in such agreements. You can