Jump to content

Recommended Posts

Posted

I was laid off from my job last week and have a severance agreement that I'd like to have a lawyer review. It seems pretty straightforward, only 10 pages long, but just want to make sure I'm not missing something. And, I do have a question about one specific clause.

Wanted to reach out here to see if there are any recommendations from the board or if this is something I can have pretty much any employment attorney review. I'm located in Denver, but assuming most of this can be done through virtually.

Posted
3 minutes ago, Southland said:

I was laid off from my job last week and have a severance agreement that I'd like to have a lawyer review. It seems pretty straightforward, only 10 pages long, but just want to make sure I'm not missing something. And, I do have a question about one specific clause.

Wanted to reach out here to see if there are any recommendations from the board or if this is something I can have pretty much any employment attorney review. I'm located in Denver, but assuming most of this can be done through virtually.

Well one of the problems is that at least some of that agreement will be governed by Colorado law.

And, for the most part, Colorado law doesn't go round here.  I'm not aware of any surly lawdogs licensed in Colorado.

  • Like 1
Posted
6 minutes ago, TwiceHorn said:

Well one of the problems is that at least some of that agreement will be governed by Colorado law.

And, for the most part, Colorado law doesn't go round here.  I'm not aware of any surly lawdogs licensed in Colorado.

Understood.

I'll do a search around here for someone. Any idea what this might cost? More than a couple hundred bucks?

Posted

You can't really negotiate severence. Take it and the money or don't is the unfortunate thing. 

Negotiated exits are different, but you either get punches in your tough shit card or money. 

Posted
2 hours ago, immamac said:

You can't really negotiate severence. Take it and the money or don't is the unfortunate thing. 

Negotiated exits are different, but you either get punches in your tough shit card or money. 

Severance agreements aren’t just about the money but about what he gives up for taking that money. The agreement may call for him to forgo his right to collect unemployment insurance or a right to pursue some other cause of action related to his termination or whatever else the company wants to include. 

  • Hook 'Em 1
Posted (edited)

 

8 hours ago, Southland said:

I was laid off from my job last week and have a severance agreement that I'd like to have a lawyer review. It seems pretty straightforward, only 10 pages long, but just want to make sure I'm not missing something. And, I do have a question about one specific clause.

Wanted to reach out here to see if there are any recommendations from the board or if this is something I can have pretty much any employment attorney review. I'm located in Denver, but assuming most of this can be done through virtually.

FWIW been using some AI assistants for a project and couldn’t resist asking one your question:

Got it—you’re looking for an employment attorney in Denver to review a severance agreement. I’ll focus on that and give you some solid options based on their expertise in this area.

Steven L. Murray from Murray Law LLC could be a great fit. He’s got over 25 years of experience in employment law and spent time as a senior trial attorney with the EEOC, so he knows severance agreements inside out—especially the tricky clauses like non-competes or releases of claims. He’s based in Denver and has a reputation for being thorough and aggressive when it counts.

Another strong choice is Rachel Ellis at Livelihood Law LLC. She’s a Denver-based attorney who specializes in representing employees, including reviewing and negotiating severance agreements. Her firm’s website highlights their work on severance packages, and she’s active in the Colorado Plaintiffs Employment Lawyers Association, which means she’s plugged into the latest employment law trends. She’s known for clear communication, which could help you understand what you’re signing.

If you want someone with a knack for spotting red flags in complex agreements, Justin M. Plaskov at Colorado Employee Advocates might be your guy. His firm focuses on employee rights and explicitly offers severance agreement reviews. They’re Denver-based and emphasize practical advice, so you’d likely get a straightforward breakdown of your deal—whether it’s fair or needs negotiating.

For a more boutique approach, Patricia S. Bellac at the Patricia S. Bellac Law Firm (based in Boulder, but serving the Denver area) is worth considering. She represents both employees and employers on severance matters, giving her a dual perspective that could help her spot issues others might miss. Her site mentions personalized counsel and free consultations, which could be a low-pressure way to start.

Since it’s a severance agreement, you’ll want someone who can check for things like inadequate compensation, overly broad releases, or restrictive covenants that could limit your next job. Any of these attorneys could do that, but it’d help to know specifics—like how long you worked there or why you’re leaving—to pick the best match. Want to share more details so I can refine this further? Either way, I’d suggest reaching out for a consultation (most offer them free) and sending them the agreement ahead of time. 

 

For your question on cost:

Estimating the cost for an employment attorney in Denver to review a ten-page severance agreement depends on a few factors, like the attorney’s billing structure, experience level, and the complexity of your specific situation. I’ll break it down based on typical practices and give you a realistic range.

Most employment attorneys charge either an hourly rate or a flat fee for severance reviews. In Denver, hourly rates for experienced employment lawyers generally range from $250 to $500, depending on their expertise and reputation. For a straightforward review of a ten-page agreement, it might take 1-3 hours, assuming no major red flags need deep analysis. That puts the cost at $250 to $1,500 if billed hourly. A seasoned attorney like Steven Murray or Rachel Ellis might lean toward the higher end, while someone less specialized could be closer to the lower end.

Flat fees are common for this kind of work because it’s a defined task. Based on what’s typical in the industry and considering Denver’s market, a flat fee for reviewing a ten-page severance agreement usually falls between $500 and $1,000. Some firms, like Colorado Employee Advocates, might offer a lower flat rate (say, $500) for a basic review, while others with more niche expertise, like Rathod Mohamedbhai LLC, might charge closer to $1,000 if they anticipate potential negotiations or complex clauses. A few attorneys might even go as low as $300-$400 for a quick look, but that’s less common with a document this length.

The ten-page length suggests it’s not a bare-bones agreement—standard ones are often 3-5 pages—so it might include extras like non-compete clauses, confidentiality terms, or detailed releases that take more time to unpack. If there’s anything unusual (like a broad non-compete or signs of discrimination in your exit), the attorney might need extra time, pushing costs toward the higher end or beyond if you want them to negotiate changes.

For context, I checked what’s out there: some firms nationwide advertise flat fees for severance reviews at $700 (e.g., Severance Lawyers), but Denver’s cost of living and legal market might nudge that up slightly. Others quote $250 per hour with a 1-2 hour estimate, aligning with my range. Your specific case matters too—if you just want a review and no follow-up, you’re likely on the lower end; if you want them to push back on terms, it’ll cost more.

So, for a ten-page severance agreement in Denver, I’d estimate $500 to $1,000 for a thorough review by a competent attorney. To get a precise number, I’d suggest calling a few—like Murray Law, Livelihood Law, or Colorado Employee Advocates—and asking for their flat rate or hourly estimate. Most offer free initial consults, so you can send the agreement and get a quote without upfront cost. What’s your timeline for signing it? That might affect whether you need a rush job, which could bump the price.

 

 

Edited by Tailgate
  • Hook 'Em 1
Posted

“I have a better solution. You keep me on the payroll as an outside consultant and in exchange for my salary, my job will be never to tell people these things that I know. I don't even have to come into the office, I can do this job from home.”

  • Hook 'Em 5
  • Like 1
Posted (edited)

if your an executive there can be room to negotiate. gotchas on equity forfeiture, buyback rights, value, etc. can come up. If you were laid off from a management position but not executive, there probably isn't much room to negotiate. sometimes you can negotiate better healthcare on an exit like having the company pay COBRA premiums as opposed to simply offering coverage (which is required by law for employers of a certain size).  key issues will be whether you truly have a viable claim (because you are releasing all claims), in many instances you simply don't - age, race, sex are the only ones that really come to mind - whistleblower too, but I'm not familiar with CO law, only TX. I had a client that got completely broadsided by MA employment law on a pregnancy discrim case, wow that was brutal. Ended fine, I handled the equity buyout piece, but it took two years. You aren't a pregnant woman in Massachusetts are you? In any event, checking your status and facts against CO law would be important but severance is money in hand, no lawyers, no contingent claims, no 2 year drawn out process that frankly you may not even have as an option.  non-solicitation and non-competes can be important too, a lawyer can help review that and explain. compliance is the last piece, return of property, large companies have processes for exiting that you have to follow or you could lose your benefits. non-disparagement is usually a thing too - that's momma's rule - if you don't have anything nice to say, don't say anything at all. truth is not a defense to non-disparagement clauses.

I think that pretty much covers the areas I would discuss on a Texas case in the first 30 mins.  I'd spend the second half of an hour call diving into the equity issues. and frankly if it's not an executive exit, I wouldn't really take the matter, not sure I could do much to help.

oh and...

ben affleck love GIF

Edited by troph
  • Hook 'Em 3
Posted

In Europe atleast, where employment protection are generally higher, most people subject to RIF who involve a lawyer ended up getting 25/50% improvement on their severance. 

I know a particularly egregious case, where the guy was a clear underperformer and deserved to get cut with 0 recompense but he gamed the system masterfully.

When the axe was coming for him, he took a year off on paid medical leave - citing stress-induced ailments and such - which afforded him *more* protection. When offered a small multiple of salary to leave, his lawyer drew out the negotiation for another 6 months while he sat at home “recovering”. Employer finally had to settle for a sizeable multiple of his salary. 

He wasn’t an executive either, just a mid level employee in my group. And his resume involved a new company every few years (unusual for Europe), so now we realize he must have already played this game a few times. 

Posted (edited)

I have a theoretical question about the federal layoffs. A friend sold his home and business and relocated his family for a high-level, essential position in the federal government in a non at-will state. From my understanding general layoffs and downsizing are not protected, however, in the state. The first year in federal employment is a probationary period. If the government decided to lay him off within the probationary period simply due to downsizing, would he have any recourse?

Edited by Bevo
Posted
2 hours ago, 52-80 said:

In Europe atleast, where employment protection are generally higher, most people subject to RIF who involve a lawyer ended up getting 25/50% improvement on their severance. 

I know a particularly egregious case, where the guy was a clear underperformer and deserved to get cut with 0 recompense but he gamed the system masterfully.

When the axe was coming for him, he took a year off on paid medical leave - citing stress-induced ailments and such - which afforded him *more* protection. When offered a small multiple of salary to leave, his lawyer drew out the negotiation for another 6 months while he sat at home “recovering”. Employer finally had to settle for a sizeable multiple of his salary. 

He wasn’t an executive either, just a mid level employee in my group. And his resume involved a new company every few years (unusual for Europe), so now we realize he must have already played this game a few times. 

Here you can sometimes see improvement but given lawyer rates I generally won’t take these cases as odds are you won’t get much more. but odds aren’t guarantees. Leverage is usually the thing you need to get more, and companies are often told to stick to a severance policy or program so that outcomes aren’t different across different classes of employees which is how claims start to breed. In any event, it’s rare asking for more from a need or request for kindness really works but some companies do have wiggle room. 

OP can and should spend $350-500 on a CO lawyer to advise on his personal situation because there might be a path to more and even if the answer is it’s not worth it, knowing is worth some amount of money.

Posted
On 3/6/2025 at 7:04 AM, Bevo said:

I have a theoretical question about the federal layoffs. A friend sold his home and business and relocated his family for a high-level, essential position in the federal government in a non at-will state. From my understanding general layoffs and downsizing are not protected, however, in the state. The first year in federal employment is a probationary period. If the government decided to lay him off within the probationary period simply due to downsizing, would he have any recourse?

In a proper RIF? No protections. 

Fired without cause as a probationary employee as part of an illegal RIF? Can pursue an OCI or MSPB appeal or whatever applies to his position. 
 

If the appeal leads to reinstatement, he would want to try to time it after the agency does its RIFs. Probationary employees are only above rehired annuitants and term employees when it comes to seniority. However, even that may not matter. GSA, for example, RIF’d entire departments without regard for the normal order of things. 

  • Hook 'Em 1

Join the conversation

You can post now and register later. If you have an account, sign in now to post with your account.

Guest
Reply to this topic...

×   Pasted as rich text.   Paste as plain text instead

  Only 75 emoji are allowed.

×   Your link has been automatically embedded.   Display as a link instead

×   Your previous content has been restored.   Clear editor

×   You cannot paste images directly. Upload or insert images from URL.



×
×
  • Create New...