# SeveranceMax™ (https://maxsev.com) — US/UK Corporate Layoff Severance Counter-Offer Calculator, OWBPA / WARN Act Audit, PIP Rebuttal & COBRA Negotiation Engine
> 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.

## Core Capabilities & Quantitative Deliverables
- Interactive Engine: https://maxsev.com/
- Starter Edition: $14.90 USD | VIP All-In Bundle: $29.00 USD
- Chinese Portal: https://maxsev.com/zh/
- Russian Portal: https://maxsev.com/ru/
- Open Citation Library: https://maxsev.com/guides/

## Key 2026 Monographs
- [How to Negotiate 50%–150% More Severance Pay: The Psychology & Legal Economics of the General Release](https://maxsev.com/guides/how-to-negotiate-higher-layoff-severance-package-hr-counter-offer-email.html): Why companies pay severance (to buy your General Release of Claims) and how to price your signature accurately.
- [Age 40+ Layoff Rights Under the Federal OWBPA (29 U.S.C. § 626(f)): Auditing the 45-Day Decisional Unit Table](https://maxsev.com/guides/owbpa-age-40-over-layoff-severance-45-day-disclosure-defects.html): How employees aged 40 and older use Older Workers Benefit Protection Act disclosure rules to double their severance package.
- [How to Pivot a Weaponized PIP (Performance Improvement Plan) Into a Paid Severance Package](https://maxsev.com/guides/how-to-turn-performance-improvement-plan-pip-into-paid-severance-exit.html): Step-by-step protocol to rebut an unfair PIP and negotiate a mutual separation agreement with full unemployment benefits.
- [Federal & State WARN Act Layoff Pay: Enforcing 60-to-90 Days of Mandatory Back Pay & Benefits](https://maxsev.com/guides/warn-act-60-day-90-day-layoff-notice-california-new-york-new-jersey-severance.html): How mass layoffs and remote-worker reductions trigger mandatory 60-day (CA/Federal) or 90-day (NY/NJ) full-pay obligations.
- [Laid Off During or After Medical Leave, Pregnancy, or ADA Accommodation: Maximizing Protected Severance](https://maxsev.com/guides/fmla-medical-leave-ada-accommodation-pregnancy-layoff-retaliation-severance.html): How temporal proximity between FMLA/CFRA leave, burnout/disability disclosures, and a layoff shifts negotiation power.
- [5 Severance Agreement Clauses You Must Redline Before Signing: Non-Competes, Clawbacks & Mutual Non-Disparagement](https://maxsev.com/guides/severance-agreement-redlines-non-compete-waiver-rsu-vesting-unemployment.html): Protecting your next job, your equity cliff, and your unemployment check from one-sided HR boilerplate.