Labor & Employment Law & Human Resources Counseling on Behalf of Management

Progressive Discipline & Termination Training Handout

Earlier this year, I gave a 2 hour training session for a Chicago-based nonprofit. The training concerned progressive discipline and discharge. As typical with most of my training sessions, Q & A and role playing were emphasized. The session was conducted for middle and senior managers with supervisory responsibilities. The training [...]

Interesting Comment: “Response to Reader’s Questions Regarding Severance & Separation Agreements”

Sometimes a reader’s comment is so on target that it’s worth its own post.
Fellow attorney Michael Moore of Russell, Krafft & Gruber, LLP, in Lancaster, PA, sent me the following comment concerning my December 2, 2007, post “Response to Reader’s Questions Regarding Severance & Separation Agreements.”
Chuck:
The strength of a severance agreement containing a nondisclosure [...]

Chuck Krugel Quoted in CFO Magazine’s December 2007 Issue

Kate Plourd of CFO Magazine recently interviewed me for her December story “Thank You, and Good Night! How to make a graceful exit when you resign.” Also, I was quoted in her article. The article is below. The part where I’m quoted is highlighted. You can also [...]

Response to Reader’s Questions Regarding Severance & Separation Agreements

Ritu Anand of GE India sent me the below questions concerning my October 28, 2007, post concerning severance and separation agreements.
Hi Charles ,

Thanks for throwing light on this subject ! However, I have a few doubts and would appreciate if You could help resolve them:

1. What is the guarantee that the exiting employee [...]

Questions Concerning Severance & Separation Agreements

One topic I get a lot of questions about is severance and separation agreements.
Generally, severance refers to giving an exiting employee a monetary bonus or settlement above and beyond their regular compensation. A separation agreement usually refers to an agreement wherein the exiting employee promises not to sue, file a regulatory agency complaint, take business [...]

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