March 10, 2010
The 65% COBRA premium subsidy has recently been extended. Under the “Temporary Extensions Act of 2010,” the subsidy will now apply to involuntary terminations occurring on or before March 31, 2010 (rather than February 28, 2010).
Under the new extension, certain individuals who experienced a reduction in work hours before the Extension Act’s March 2 enactment date, and who are involuntarily terminated on or after that date, may now qualify for the subsidy.
If you have had your hours of work reduced between September 1, 2009 and March 2, 2010 and then were terminated on or after March 2, 2010 you may qualify for the 65% COBRA reduction. If you have questions concerning whether you qualify for the COBRA premium reduction, please contact Jensen Law Office, LLC to further discuss your situation.
September 8, 2009
When your employment has ended, an Employer may choose to offer a severance package. Employers are not generally required to offer their employees severance upon termination of the employment relationship. However, employers will often consider the circumstances on a case-by-case basis to determine if they will offer any type of severance pay and may consider a number of factors. Some reasons that an employer can choose to offer severance pay can be as a gesture of good will, or as an insurance policy against the possibility of future legal claims by the employee.
Generally, severance agreements compensate employees at the end of their employment relationship with the employer, and can provide some financial stability during the employee’s transition from the company. Often, in exchange for this compensation, severance agreements will contain language which releases the employer from legal liability stemming from the employment relationship and may even impose new obligations on the former employee, including things like a promise to not re-apply, to maintain confidentiality of the information at the employer, or to refrain from certain work or activities. Like an employment contract, each party has rights and the agreement can be enforced in court, often for damages as specified in the release.
If you have received a severance agreement from your employer and wish to have it reviewed, contact Jensen Law Office, LLC to arrange a meeting to discuss your employment history, the circumstances of your departure and review the severance document for the legal rights and claims that you are releasing.