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# Boston Severance Lawyer
## Expert Guidance on Severance Packages in Boston
Years ago, companies would reward departing employees with a gold watch or some other symbolic token of appreciation. Companies did not want anything in return. However, times have changed.
These days, companies that provide a severance package almost always require that the departing employee execute a release as a condition of getting the severance payment. A release is essentially a binding promise that the departing employee forfeits his or her rights to sue the company.
**There are a couple of exemptions, which means that certain rights cannot be waived by a private agreement, such as:**
* Rights to benefits under ERISA
* And the worker’s comp statute
At , we assist employees and employers in Middlesex, Essex, and Suffolk counties by reviewing severance packages and mediating or litigating disputes regarding severance packages.
 **or call** **(978) 228-2262** **to schedule a consultation with a trusted Boston severance package attorney.**
### Maximize Your Severance Package with Legal Expertise
Reviewing a severance package is easy for an experienced  attorney. However, it is not just about reviewing a boilerplate contract. The important part about severance package reviews is the analysis of any viable legal claims, placing a value on those claims, and comparing the same to the severance package offer.
For example, if a client comes into our office and has legal claims that are worth approximately $25,000, but the severance package is worth about the same amount, then it probably makes sense to accept the severance package. However, if a client has a $25,000 severance package but has solid legal claims worth $50,000 or more, then our team can typically negotiate for a more lucrative severance package offer.
### Key Considerations Before Signing a Severance Agreement
In the realm of employment law, the decision to sign a severance agreement is a critical one that demands careful consideration. While severance agreements often serve as a bridge between employer and employee during the termination process, there are instances where signing may not be in your best interest.
### Ambiguous Terms & Conditions:
If the severance agreement is laden with unclear or ambiguous terms, it may expose you to unforeseen risks. Ambiguities can lead to misunderstandings, potentially compromising your rights and entitlements. It is essential to thoroughly review the document and seek legal counsel to ensure clarity and alignment with your best interests.
### Waiver of Legal Rights:
Exercise prudence when the agreement seeks to waive your rights to pursue legal action against your employer. If you believe your termination was unjust or involved discriminatory practices, signing away your right to legal recourse may not be in your best interest. Consulting with an  is imperative to assess the potential implications of such waivers.
### Inadequate Compensation:
Review the offered severance package carefully. If it fails to adequately compensate you for your service, skills, and potential legal claims, consider negotiating for a more favorable arrangement. A seasoned employment lawyer can help evaluate the fairness of the proposed compensation and negotiate on your behalf.
### Non-Compete and Non-Disclosure Clauses:
Beware of overly restrictive  and non-disclosure clauses. These provisions can hinder your future career prospects and limit your professional opportunities. Seek legal advice to ensure these clauses are reasonable and tailored to protect legitimate business interests without unduly restricting your career path.
### How Attorney John Davis Can Help
 has probably reviewed more than 1,000 of these contracts in his career. He has drafted and negotiated many as well. Because John has a reputation for not making idle threats, defense lawyers know that when John threatens litigation, he is not bluffing. John has worked hard to cultivate a reputation for blending tempered aggression with tactful diplomacy.
### Secure Your Interests: Review Your Severance Package with Us
Having  review your severance package before you offer it to an employee or sign it for your employer can save you money and time later on. Before forfeiting your right to sue, ensure that the agreement represents your best interests.
**For personalized severance package advice, call** **(978) 228-2262** **or** **.**
* **Employment Law - Attorney John David**
  January 23, 2019
  !
* > **"John was skilled in identifying options that would be to our benefit"**
  > John Davis came highly recommended from an attorney friend of ours and he did not disappoint. Initially, we were unsure how to proceed given our circumstances. John was skilled in identifying options that would be to our benefit and the pitfalls of those that would not be, always leaving the decision with us and keeping us level-headed when emotions ran hot. We were able to achieve the best possible outcome for our particular situation thanks to his knowledge and effort.
  > **- Bill N.**
* > **"Felt seen and heard every step of the way"**
  > A big thanks to John and the team for making me feel seen and heard every step of the way. He was there throughout the years to orient and support me when things became unfamiliar and uncomfortable for me! Thank you!!
  > **- Laritza F.**
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# Boston Employment Contract Attorneys
## Development, Negotiation & Litigation for Contract Matters
In Massachusetts, verbal employment agreements can be enforced. It is advisable for both the employer and the employee, however, to have a written agreement that sets forth the terms and conditions of the employment relationship. An employment contract attorney can help draft these agreements to ensure their legality.
## Understanding Your Rights and Protections
Employment contracts are not just legal documents; they are vital agreements that define your rights and responsibilities in the workplace. At , we believe that every employee should have a clear understanding of their rights under their employment contract. Whether you are a new hire negotiating your first contract or a seasoned employee reviewing terms for renewal, knowing your rights can empower you to make informed decisions.
**Here are some key rights and protections you should be aware of:**
* **Right to Fair** **:** Ensure that your contract outlines your salary, bonuses, and any other compensation clearly.
* **Job Security:** Understand the terms regarding termination and what constitutes just cause for dismissal.
* **Confidentiality and** **:** Know how these clauses may affect your future employment opportunities.
* **Workplace Rights:** Familiarize yourself with your rights related to , , and workplace safety.
* **Benefits and Leave:** Confirm that your contract specifies your entitlements to health benefits, vacation, and sick leave.
Our experienced employment contract attorneys in Boston at Davis & Davis, P.C. are here to guide you through the complexities of employment contracts, ensuring that you fully understand your rights and are protected throughout your employment journey. Don’t leave your future to chance—contact us for a consultation!
## What is an At-Will Employee?
Most employees do not have a written employment agreement. These employees are called at-will employees, which means that they can be fired for any reason at all, even unjust or unfair reasons – though there are a select number of statutes and common laws that carve out exceptions to the at-will doctrine.
As a general rule of thumb, the more experienced and skilled the employee, the more likely that the employee can negotiate to have a written employment contract that prohibits capricious, arbitrary, or unfair terminations.
## Common Employment Contract Mistakes to Avoid
Entering into an employment contract is a significant step for both employers and employees. However, many individuals overlook critical details that can lead to misunderstandings or disputes down the line. At Davis & Davis, P.C., we want to ensure that you are fully informed about common pitfalls in employment contracts so you can avoid them.
**Here are some frequent mistakes to watch out for:**
* **Vague Language:** Contracts should be clear and specific. Ambiguities can lead to misinterpretations and disputes.
* **Ignoring State Laws:** Employment laws vary by state. Ensure your contract complies with Massachusetts regulations to avoid legal issues.
* **Omitting Termination Clauses:** Clearly defined termination provisions protect both parties and provide a roadmap for ending the employment relationship.
* **Not Including Confidentiality Agreements:** Protecting sensitive company information is crucial. Ensure your contract includes appropriate confidentiality clauses.
* **Neglecting to Review Benefits:** Be sure to outline all benefits clearly, including health insurance, retirement plans, and bonuses, to avoid confusion later.
By being aware of these common mistakes, you can take proactive steps to ensure your employment contract is comprehensive and protects your interests. Our experienced attorneys at Davis & Davis, P.C. are here to guide you through the process, helping you draft, negotiate, or review your employment contract to avoid these pitfalls and secure your rights.
## Our Employment Contract Lawyer in Boston
If an employee is fortunate enough to bargain for a written employment agreement, he or she should consider retaining legal counsel to negotiate and/or review the terms. A Boston employment contract attorney at Davis & Davis, P.C. can help you ensure that your employment contract reflects your best interests and protects your rights.
 **an employment contract attorney in Boston by calling** **(978) 228-2262****. We serve clients in Suffolk, Middlesex, and Essex counties.**
## The Importance of Well-Drafted Employment Contracts & Termination Provisions
All good things come to an end, which is why the termination provision in a written employment agreement is arguably the most important provision in the contract. This provision is usually called a “just cause” or “for cause” provision.
Employees should advocate for language that is highly detailed and identifies with particularity those situations that would trigger the “for cause” provision.
Employers, on the other hand, usually want to retain some discretion and want broader language, including a “catch-all” provision. There are different types of employment contracts.
**Areas of employment contract law that remain a hotbed of controversy and litigation are:**
* Non-compete agreements
* Non-solicitation agreements
* Non-disclosure agreements
* And confidentiality agreements
**If you are looking for employment contract lawyers near you, call us at** **(978) 228-2262** **and**  **at Davis & Davis, P.C.**
# Boston Employment Law Tort Claims Attorneys
## Handling Employment-Related Tort Claims in Essex, Middlesex & Suffolk Counties
There are many different types of tort claims recognized by Massachusetts state courts.
**Some of the tort claims include:**
* Interference with contractual relations
* Negligent interference with advantageous business relations
* Fraud
* Misrepresentation
* Defamation
* Assault and battery
It is worth noting that some claims fall under the Worker’s Compensation Act.
**For assistance with a tort claim, count on**  **We represent clients throughout:**
* Middlesex
* Essex
* And Suffolk counties
**Give us a call at** **(978) 228-2262** **or**  **to get started on your claim today.**
### An Example Case: Fraud & Failed Promises
One of our Boston  recently represented three high-level former employees in a fraud/deceit claim. There, the employees alleged that the company induced them to quit their former jobs because of excellent opportunities with the company.
The company had fallen from grace but, because of the name recognition and intellectual property and international support, had indicated that it was going to re-launch and restore itself to glory in North America.
**The company promised to provide all the resources for the employees to succeed, for example:**
* Support staff
* Infrastructure
* Intellectual property, etc.
The company offered a small base salary and a generous, incentive-laden commission and bonus structure. Unfortunately, the company did not provide any of the resources it promised.
#### Fraudulent Representation
The theory during a two-week arbitration was that the company only needed to hire some warm bodies during a transitional period and then terminate the three employees before the true launch. In other words, the company needed some ‘placeholders’ to keep the name and brand alive on a temporary basis until corporate was able to legitimately re-launch the business plan.
It is worth noting that companies are allowed to make predictions about success and representations about their intentions to support their staff. Companies are not allowed, however, to knowingly make fraudulent representations before the hiring process to induce an employee to quit another job.
#### The Tort Claim Settlement
In the above case, the three senior-level employees settled during the second week of arbitration. The total amount paid exceeded $300,000.00.