SeveranceMax™ Open Citation & Execution Library
Select your state employment law, layoff/PIP scenario, base salary, years of tenure, and HR's initial weeks offered below. Our engine calculates your statutory leverage (Age 40+ OWBPA 45-day disclosure defects, 60-day WARN Act pay, FMLA/ADA retaliation exposure, and pro-rata bonus/RSU acceleration) and compiles a Board-Level Severance Counter-Offer Packet.
How to Negotiate 50%–150% More Severance Pay: The Psychology & Legal Economics of the General Release
Why companies pay severance (to buy your General Release of Claims) and how to price your signature accurately.
Read Full Monograph & Launch Tool →Age 40+ Layoff Rights Under the Federal OWBPA (29 U.S.C. § 626(f)): Auditing the 45-Day Decisional Unit Table
How employees aged 40 and older use Older Workers Benefit Protection Act disclosure rules to double their severance package.
Read Full Monograph & Launch Tool →How to Pivot a Weaponized PIP (Performance Improvement Plan) Into a Paid Severance Package
Step-by-step protocol to rebut an unfair PIP and negotiate a mutual separation agreement with full unemployment benefits.
Read Full Monograph & Launch Tool →Federal & State WARN Act Layoff Pay: Enforcing 60-to-90 Days of Mandatory Back Pay & Benefits
How mass layoffs and remote-worker reductions trigger mandatory 60-day (CA/Federal) or 90-day (NY/NJ) full-pay obligations.
Read Full Monograph & Launch Tool →Laid Off During or After Medical Leave, Pregnancy, or ADA Accommodation: Maximizing Protected Severance
How temporal proximity between FMLA/CFRA leave, burnout/disability disclosures, and a layoff shifts negotiation power.
Read Full Monograph & Launch Tool →5 Severance Agreement Clauses You Must Redline Before Signing: Non-Competes, Clawbacks & Mutual Non-Disparagement
Protecting your next job, your equity cliff, and your unemployment check from one-sided HR boilerplate.
Read Full Monograph & Launch Tool →