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Philadelphia County

Philadelphia County Severance Pay Attorneys

Our Philadelphia County Severance Lawyers in Pennsylvania represent employers and employees in the following communities:

Aramingo Borough, Belmont District, Blockley Township, Bridesburg Borough, Bristol Township, Byberry Township, Delaware Township, Frankford Borough, Germantown Borough, Germantown Township, Kensington District, Kingsessing Township, Lower Dublin Township, Manayunk Borough, Moreland Township, Moyamensing District, Northern Liberties Township, Oxford Township, Passyunk Township, Penn District, Penn Township, Philadelphia City, Richmond District, Roxborough Township, Southwark District, Spring Garden District, West Philadelphia Borough, and Whitehall Borough.

Philadelphia County Severance Review & Negotiation

If your Philadelphia County employer has presented you with a severance agreement, you may have questions about what they are asking you to sign. Every Philadelphia County severance agreement should be reviewed extensively by an experienced Philadelphia employment attorney before you agree to terms. Our Philadelphia County severance lawyers have years of experience in reviewing and negotiating severance agreements.  They can help you understand your severance documents and explain them to aid your understanding. They will even make suggestions of possible changes and negotiate on your behalf if you choose to retain them.

Our Philadelphia County severance lawyers have been nominated by peer for several awards have been included in numerous best lawyers listings. Since 2006, our lawyers have been included in the Super Lawyers List for Employment Law and Super Lawyers Rising Stars lists for Employment Law. We were named  Employment Law Firm of the Year by Corporate INTL Magazine for 2010 and 2012, given AI Business Team Excellence Award in 2015, and were awarded Employment Attorney of the Year in New Jersey. Our Philidelphia County severance lawyers have been included in the Top 40 under 40 Lawyers listing.

Our Philadelphia County attorneys will use their experience and skill to help you understand how Pennsylvania employment law affects you. Our goal is to grant you the peace of mind you need to move forward and the knowledge that you are receiving everything that you can in severance.

We focus on the following practice areas:

Easy 4-Step Process

Step 1.
Call us or fill out a contact form.
Step 2.
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.
Step 3.
Our severance package lawyer will conduct a thorough review of the agreement before discussing it carefully with you and answering your questions.
Step 4.
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.

Some of the most common questions we are asked in regard to severance in Pennsylvania:

We serve the following court in Philadelphia County, Pennsylvania:

Philadelphia City Courthouse
297 City Hall

Philadelphia, PA 19107

Client reviews

    “Would recommend Paul to anyone.”

    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.
    “They gave my case all the time and attention that was needed to be successful.”

    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.
    “From start to finish Tom was there to help me out every step of the way with our case.”

    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.
    “Helped turn my lemons into lemonade.”

    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.
    “His confidence shined through instilling the confidence in me and peace of mind having him by my side.”

    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.
    “He was professional and knowledgeable in employment law.”

    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.
    “I have referred him to friends in NJ and NY.”

    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.
    “Tom was prudent in having me use his services and I did not overpay when not needed.”

    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.

Have Questions?

We Have Answers!
  • 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.