The extension of the prohibition on “renouncement of the right” in employment contracts is clear, at least in an essential context – it is not limited to the predictable rights or remedies of a worker under the ADA, which itself provides comprehensive protection to alleged victims of discrimination, retaliation or harassment.  On the contrary, as noted above, the law expressly prohibits a “waiver of rights” provision relating to any rights or remedies that a worker may have under “any other law or jurisprudence” (emphasizing) another sentence that remains unexplained by law. In addition to policies and redundancy plans, an employer must pay you severance pay if you qualify for severance pay for your employment contract. While many employees do not have individual contracts, let alone severance pay in them, it is not uncommon for senior managers and executives to negotiate termination pay rules in their contracts. There is no cap on the redundancy commitment. As a result, a worker who has worked for an employer for 25 years and whose employment has been laid off as part of a collective dismissal would be entitled to 25 weeks of severance pay under the amended NJ WARN Act. In calculating the amount of severance pay, the rate of pay must be the average normal rate of pay for the worker in the last three years of employment or the worker`s normal final salary. Compensation is considered “compensation for an employee” and “fully earned in the event of termination of employment.” Therefore, the severance pay must be included in the employee`s final salary. The amended NJ WARN Act also prohibits an agreement to waive an employee`s right to severance pay without the consent of the New Jersey Department of Labor and Workforce Development or a court. If a worker has other rights to severance pay under an agreement, policy or collective agreement, the worker is entitled to severance pay required by NJ WARN law or severance pay under an agreement, policy or collective agreement, depending on the moment.
Even if your employer has not offered you severance pay, it may be possible to negotiate a package on your behalf. This is especially the case if you have a legal right, for example. B if you have been discriminated against or retaliated against or if you have been unlawfully dismissed. A severance agreement or separation agreement is essentially a contract between an employer and a worker, in which an employer usually makes a bundle of money available to the worker to leave. But as the proverb “nothing is free” and in almost all cases, the worker must give up essential legal rights in exchange for the benefits granted in the agreement – the main one of them is the right to sue the employer for unlawful dismissal. This means that you waive your constitutional right to sue a jury and go to court to prove that your former employer unfairly discriminated against you or was subjected to retaliation.