Comprehensive Review of Your Severance Package
Our East Texas legal team can provide a thorough examination of your severance agreement.
We will focus on:
- Clarity of compensation terms: Ensuring severance pay, accrued vacation, or commission payouts are correctly calculated.
- Benefit continuation: Reviewing healthcare, retirement, and stock options to protect your post-employment stability.
- Compliance with Texas law: Confirming that your employer has met state-specific requirements and disclosure obligations.
- Equitable treatment: Checking for any provisions that could unfairly disadvantage you compared to colleagues in similar roles.
Each agreement is unique, and small details can have major financial or legal consequences. Our approach prioritizes accuracy, transparency, and strategic insight for your circumstances.
Negotiating Severance Terms in East Texas
While some employers present severance agreements as non-negotiable, there is often room for discussion.
We can help you:
- Identify terms that may be negotiable, such as severance pay, non-compete limitations, or continued benefits.
- Draft proposed revisions that are clear, enforceable, and aligned with your best interests.
- Communicate effectively with your employer to ensure your concerns are considered.
Even modest changes can improve financial outcomes or preserve career flexibility in East Texas, especially in industries like energy, healthcare, and manufacturing, where competitive talent agreements are common.
Avoiding Common Severance Agreement Pitfalls
Many employees make costly mistakes when signing severance agreements without review.
Common pitfalls include:
- Signing without understanding waiver clauses or legal rights.
- Overlooking hidden limitations on future employment or consulting work.
- Ignoring tax implications of severance payments in Texas.
- Failing to clarify payment schedules or benefit continuation.
With our guidance, you can identify and address potential issues before signing, reducing risk and preserving professional options.
East Texas Employment & Severance Practices
East Texas employers operate in diverse sectors, including oil and gas, healthcare, manufacturing, and technology.
Severance practices vary widely:
- Companies in Tyler and Longview often include multi-year non-compete clauses.
- Regional healthcare employers may attach restrictive confidentiality clauses to severance.
- Manufacturing firms around Kilgore sometimes tie severance to release claims for workplace safety or overtime disputes.
Understanding these local trends allows our team to provide context-specific advice tailored to your industry and geographic area.
Review of C-Suite & Executive Severance Structures in East Texas
Executives and C-suite professionals often face severance agreements with highly detailed compensation structures. These can involve bonus allocations, long-term incentive plans, stock options or RSUs, deferred compensation, and clawback provisions tied to performance metrics. Because these arrangements interact with corporate policies and Texas contract law, careful analysis is essential.
Hommel Law Firm helps executives understand how each component affects financial protections, tax implications, vested compensation, and transition rights. We review payment timelines, the treatment of equity awards, and whether the agreement reflects prior compensation promises. Our goal is to provide clear, actionable insight so you can evaluate the full economic impact of your departure.
Navigating Executive Non-Competes & Post-Employment Obligations
C-suite severance agreements often include significant ongoing obligations after separation. These may involve non-compete restrictions, non-solicitation rules, confidentiality terms, intellectual property protections, and limits on future leadership roles within competing companies. Because executive-level agreements commonly impose multi-year restrictions in East Texas industries such as healthcare, energy, and manufacturing, understanding enforceability is critical.
We assist executives in assessing whether these provisions are reasonable under Texas law, determining where adjustments may be appropriate, and identifying terms that could harm career mobility. When circumstances surrounding the departure raise concerns about fairness or potential wrongful termination issues, we can also evaluate how those factors relate to the agreement. With informed guidance, executives can negotiate terms that support smooth transitions and safeguard long-term career opportunities.
Frequently Asked Questions About Severance Agreements
Q: Can I Negotiate a Severance Agreement in Texas?
A: Yes. While some employers present agreements as final, many terms, such as severance pay, benefits continuation, or non-compete clauses, can often be negotiated.
Q: What If I Sign a Severance Agreement Without Reviewing it?
A: Once signed, the agreement is generally legally binding. This can waive your rights to file claims related to your employment. Always have an attorney review before signing.
Hommel Law Firm can help identify hidden obligations, evaluate whether you are giving up valuable claims, and ensure you understand the legal and financial consequences before you commit to the terms.
Q: How Does a Severance Agreement Affect Unemployment Benefits in Texas?
A: Severance pay may affect your eligibility or the timing of unemployment benefits. Texas Workforce Commission regulations should be considered in your review.
We can help interpret how the payment structure in your agreement may interact with TWC rules, clarify how timing affects eligibility, and help you avoid pitfalls that might unintentionally delay benefits.
Q: Are Severance Agreements Enforceable in East Texas?
A: Yes, if they comply with Texas contract law and do not violate federal employment laws. Each agreement’s enforceability depends on the specific terms and context, and any violations can signal a breach of contract.
Our team can assess whether any provisions may be overly broad or unenforceable, advise you on risks associated with certain clauses, and help negotiate adjustments if the agreement is unbalanced.
Q: Should I Be Concerned About Non-Compete Clauses in a Severance Agreement?
A: Non-compete clauses are enforceable in Texas if reasonable in time, geographic scope, and scope of work.
We can help determine if the clause may be challenged or modified, evaluate whether the proposed restrictions could limit future employment in East Texas, negotiate reduced limitations, and help protect your ability to work in your field.
Why Choose Hommel Law Firm in East Texas
With decades of defending employee rights, Hommel Law Firm brings:
- Extensive experience reviewing and negotiating employment contracts and severance agreements.
- Knowledge of East Texas business practices and regional legal trends.
- Hands-on guidance that prioritizes your understanding of each clause.
- Direct communication with attorneys who explain your options without unnecessary legal jargon.
Protect your professional future with careful analysis and informed decisions from Hommel Law Firm in East Texas. Our employment law team is ready to review your severance agreement and understand your options.
Call (903) 412-3788 or contact us online to schedule a consultation and gain legal guidance on your severance agreement today.
