South Carolina Severance Pay Lawyers
Easy 4-Step Process
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.
Severance Pay in South Carolina
If you recently received a severance package from a layoff or termination, you may be wondering what to do next. Having a lawyer review your documents allows you to understand the information in the severance agreement and make a decision about whether to negotiate additional benefits and compensation.
South Carolina Severance Lawyers are familiar with employment laws and can advise you on your options. Your employer has likely carefully drafted this severance pay agreement with their legal team in order to safeguard the company’s interests and limit the risk of future litigation. If your employer can have a legal team protecting their interests, you are entitled to the same.
We will identify the specific clauses that could impact your next career move and the benefits that could reasonably increase prior to your accepting the agreement. You don’t have to accept your employer’s terms, and you are allowed to negotiate. Schedule a consultation today to speak with a lawyer about your severance pay.
Your Rights in South Carolina
South Carolina employment law does not require companies to give severance packages. A company chooses to provide severance pay at its own discretion, and no two severance packages have to be the same. Even two employees laid off from the same company at the same time will not necessarily have identical severance agreements. If your HR department has told you that you’re receiving a “standard” severance package, this simply is not the case. There’s no such thing as a “standard” severance agreement in South Carolina.
You are not obligated to sign a severance agreement if it does not benefit you. Remember, South Carolina employers are not required to offer severance, so, if they do, it is usually because they want your agreement to certain conditions in return. Severance Lawyers in South Carolina can help review and negotiate everything you’re entitled to prior to your acceptance of a severance package.
However, you do have a time frame to decide and sign the paperwork. For example, South Carolina employment law gives employees over 40 years of age 21 days to make a final decision and seven additional days to revoke their decision. Do not delay contacting a lawyer who can review and negotiate your severance.
In South Carolina, you have an extra benefit when you receive a severance package, as the state employment law does not make you wait to apply for unemployment benefits. It’s possible to receive both severance and unemployment at the same time, so you have nothing to lose by contacting an attorney to advise your severance pay negotiation.
Who We Are
Severance Lawyers help make your severance documents easy to understand by giving you clear information without legal jargon. Within 24 hours of your request for a severance review, our team will schedule a meeting to advise you of any additional benefits you may receive or potentially harmful clauses that you could remove, such as a non-compete waiver. Our employment lawyers work with clients in any business position, and our national network has qualified severance attorneys in all 50 states.
Severance Lawyers have well over a decade of experience in South Carolina employment law and severance pay. We have helped thousands of clients across the nation successfully negotiate for additional pay, extended benefits, and more. Call today and negotiate the severance benefits you deserve.
Schedule a consultation by calling (800) 466-5015.
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.- Al W.
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.- Wendy G.
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!- Michelle M.
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.- Tucker W.
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.- Sweta M.
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.- Austin S.
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.- Sean C.
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.- Joe K.
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.
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
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.