Quote:
Originally Posted by Greedy,Greedy,Greedy
Dead on, and more persuasive that what I posted. Please disregard my attempt to use logic and experience with Sebby.
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No, your original post was correct. Sebby is engaging in a bit of hyperbole, but the scenario he describes is not as unusual as one would like to think.
If I can step out of my schtick for a moment, I often handle employment matters for certain types of companies. I generally advise them to follow the route that you and Hank described prior to termination so that it nips any potentional claims in the bud. A nice severance package - especially one with continuation of insurance coverage pre-COBRA - usually does the trick.
I have been brought into situations after they terminate someone who is in a protected class and who suggested that the stated reason for termination was a pretext for illegal discrimination. Depending upon the situation, we’d usually try to work something out - two weeks salary and soothing words from Not Bob often worked.
