ALABAMA SEVERANCE PAY LAWYERS
4 Simple Steps to Enhance Your Severance Outcome
Call us or fill out a contact form.
Our office will schedule a date and time for the meeting (either in person, Zoom or by phone). All meetings can be scheduled within 24 hours.
Our severance package lawyer will conduct a thorough review of the agreement before discussing it carefully with you and answering your questions.
Our attorneys will send you a detailed email regarding any changes, revisions, or other items that need addressing with your previous employer. You will then have the option to negotiate with your employer directly on your behalf to retain us to negotiate for you to try to improve the terms and amount of severance pay.
Negotiate Better Severance Packages in Alabama
Receiving a severance agreement from your company can leave you with questions. Is this all you get? Do you have to sign, or can you negotiate? Don’t feel pressured to sign the papers immediately. You have the right to seek legal counsel first, and you can negotiate the terms.
If your Alabama employer has offered you severance pay, it is most likely to protect the company’s best interests. As the company undertakes a downsizing or mass layoff, they want to limit their exposure to future competition or litigation. What this means is that you have some opportunity to negotiate. Severance Lawyers will protect your best interests in this difficult situation, just like your company’s legal team is protecting theirs.
Our attorneys are familiar with Alabama employment laws. We will review your offer to ensure the terms are not negatively impacting your next career choice and that you are receiving a fair amount of compensation. You can either take our recommendations to negotiate directly with your employer, or you can retain one of our qualified lawyers to speak to your company on your behalf. Start the process today with your confidential severance package review.
Contact Us for a Confidential Severance Review
Understanding Your Severance Rights in Alabama
Alabama employment laws require you to report and file all severance wages as regular income. Although a portion of your severance pay — up to $25,000 — may be exempt from state taxes, you will still have to pay federal taxes, and the circumstances of your termination and severance pay may impact your eligibility for unemployment benefits in Alabama.
In other words, Alabama severance pay is often less than it seems after you factor in the tax and benefit eligibility implications. You have the right to ask for more benefits before you agree to your employer’s terms. We have helped our clients successfully negotiate for more pay, continued medical and insurance benefits, and the removal of non-compete clauses that may limit their chances of quickly finding another job in the same field.
We know the ins and outs of Alabama’s complicated employment laws, and our experienced lawyers can advise you on the best next steps. You have the right to review your offer with an attorney, and we will return your call within 24 hours. Contact us now to begin the process.
Ready to Discuss Your Severance? Call Now
Discover Why We're Alabama's Trusted Severance Lawyers
Severance Lawyers specializes in severance and employment law. Our award-winning network of attorneys is qualified to give help in all 50 states, allowing us to quickly connect you with an Alabama lawyer who can prioritize your case and give you the confidence of a fair settlement.
The fine print of most severance agreements says that you should review the terms with an attorney before signing, but most employers will speed past this recommendation and push you to sign the documents quickly. Don’t give in to that pressure.
Severance Lawyers has impacted the lives of thousands of employees at all company levels, and we are committed to representing your best interests. Contact us right now to have your Alabama severance pay reviewed. We can schedule a meeting within 24 hours to guide your next steps.
Book Your Consultation with Our Alabama Lawyers
Client reviews
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- Al W.
This law firm helped me achieve the results that I needed. Would recommend Paul to anyone that feels as though they have been wronged and need legal guidance and assistance.
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- Wendy G.
My experience with Severance Lawyers was excellent. They gave my case all the time and attention that was needed to be successful. They were a calming and confident presence during a difficult and uncertain time for me. Their guidance was outstanding at all times, prompt, professional, timely and open for calls and quick updates. They invested the time to work through all of my questions and issues. I can’t thank them enough and would hire them again.
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- Michelle M.
Tom and his staff understand the law very well. They are quick to return calls, take the initiative, and explain things in a way I can understand. From start to finish Tom was there to help me out every step of the way with our case. I am glad to have Tom and his team on my side. I simply cannot thank them enough!
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- Tucker W.
I found myself in a challenging & stressful situation that required legal representation and their attorney Paul Castronovo handled it beyond my expectations. Paul is incredibly experienced/knowledgeable and I just felt like I was in good hands the entire time. Paul has a calming demeanor too–which is helpful in these stressful situations. Paul helped turn my lemons into lemonade.
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- Sweta M.
Tom McKinney’s prompt attention, articulate and comprehensive advice addressed my Employment Agreement related issue. His confidence shined through instilling the confidence in me and peace of mind having him by my side. If you’re dealing with the proverbial ‘blood sucking’ company, look no further than Tom’s voice of reason.
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- Austin S.
Going to Tom and his team for my case was the best decision I made. He was professional and knowledgeable in employment law. He helped me reach a resolution and I could not recommend him enough for anyone else out there.
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- Sean C.
Tom McKinney is one of the best attorneys that I know…whether to negotiate on your behalf or reviewing your agreement to make sure you are getting maximum value for your compensation. From stock options to deferred compensation. I have referred him to friends in NJ and NY.
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- Joe K.
I had Tom review my severance agreement. He provided a lot of valuable insight. I was able to go back to my employer with various points and double my package. Tom was prudent in having me use his services (told me to go back to my employer before fully engaging him) and I did not overpay when not needed. Other lawyers could have easily taken advantage of my situation and over-lawyered the situation.
Have Questions?
We Have Answers!
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How long do I have to sign the severance documents?
When companies terminate employees and provide a severance package, the goal of the severance is to benefit both the company and the employee. Therefore, the employee has time to review the agreement. Review timelines depend on employee age and the number of people terminated simultaneously.
- Employees under the age of 40 – No set time frame, but it must be reasonable and ample enough to review and understand the components.
- Employees over the age of 40 – 21 days to review and sign and 7 days to reconsider and revoke your signature.
- Multiple terminations at once – 45 days to review and sign and 7 days to reconsider and revoke your signature.
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How is severance pay calculated?
Several factors go into severance pay amounts. Employees in higher management positions may receive additional benefits like longer pay terms, office equipment, or medical benefits.
Typical payouts can last up to 26 weeks and go by the following calculations:
- Hourly Employees: Number of years with company X 1 week of regular pay = Severance Pay $ Total
- Salaried Employees: Number of years with company X 2 weeks of regular pay = Severance Pay $ Total
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Am I entitled to severance pay?
No, most companies provide a severance agreement when they lay off or fire an employee. Offering a severance package is entirely optional for the company. Most companies only do it to protect themselves from future lawsuits, the employee going to a competitor company, or adverse claims from the employee. The company takes multiple factors into account when preparing the packages.
