Employees Must Understand All Aspects of a California Severance Agreement Before Signing Their Rights Away
Understanding all of the different terms and conditions of a severance agreement proposed by your employer is a critical step in protecting your rights as an employee that is about to separate from employment. Because severance agreements always require an employee to waive important legal claims in exchange for a severance payment or other benefits, it is essential to approach a severance agreement with more than just a rudimentary understanding that signing the document will result in a payment; an employee must understand the scope of the waiver in the severance agreement, including any conditions imposed by the employer for the severance payment, as well as any penalties for an alleged breach of the severance agreement. Without this foundational knowledge, it is nearly impossible to make informed decisions about what to accept, reject, or modify in the proposed severance agreement.
Even if you consult with an experienced employment attorney for advice or to negotiate the terms of the proposed severance agreement, it’s important to familiarize yourself with the legal jargon and common legal provisions commonly included in California severance agreements. Not surprisingly, some particular legal terms and phrases carry far more weight than others. Understanding these nuances is key to ensuring you do not inadvertently give up rights or benefits that you may later regret.
In this blog, Matt Ruggles provides a straightforward explanation of the key terms and clauses found in most California severance agreements. By breaking down the critical elements into related categories, this guide will empower you to make informed decisions, avoid common pitfalls, and confidently navigate the severance process. Whether you are reviewing the severance agreement independently or working with an attorney, this resource will help you protect your rights and understand the scope of the waiver your employer is asking you to sign in exchange for the severance payment.
Read on to understand all common severance agreement terms and take the first step toward securing your future.
Employment Status, Final Wages and Severance Payment
These provisions address the reasons for your departure and the financial benefits offered in exchange for signing the severance agreement.
Separation from Employment
This section outlines the terms of your departure from the company in a summary manner and is often one of the first things you’ll encounter in a severance agreement. It’s essential to carefully review this section to ensure it accurately reflects the circumstances surrounding your termination or resignation. If the stated reason for your separation is inconsistent with what you were told—such as labeling a layoff as a resignation—it can have significant implications for your rights, including eligibility for unemployment benefits or future legal claims.
For instance, if you were terminated as part of a reduction in force, the agreement should clearly state this. Misrepresenting your departure as a resignation or performance-related issue could unfairly shift blame onto you and potentially impact your ability to explain your departure to prospective employers. Additionally, if the company references any alleged misconduct or performance deficiencies as the reason for termination, you should consult with an employment attorney to ensure the language is appropriate and not defamatory.
Carefully reviewing this section also is critical for determining whether the agreement aligns with any verbal explanation for your separation of employment provided by your employer. If there are discrepancies between what you were told and what is written in the severance agreement, address those differences with management before signing the severance agreement. Ensuring this section accurately captures your departure circumstances protects your professional reputation and prevents complications with severance eligibility, unemployment benefits, and other post-employment rights.
Consideration for Agreement/Severance Payment
In contracts like a severance agreement, the “consideration” is the payment the employee receives for signing the severance agreement. Accordingly, this clause outlines the compensation and benefits your employer is offering in exchange for your agreement to the terms of the severance package. It is critical to review this section carefully, as it specifies the financial and non-financial incentives you will receive upon signing. Typical forms of consideration include severance payments, continuation of health benefits via COBRA, outplacement services, or other negotiated perks.
The severance payment, often the centerpiece of the agreement, should be clearly defined, including the total amount, the payment schedule (e.g., lump sum or installments), and any conditions attached. For example, some agreements may tie the severance payment to the return of company property or require you to comply with post-termination obligations. If health benefits are included, confirm the type and duration of coverage. For instance, your employer might offer to cover COBRA premiums for a certain period, and you’ll need to understand when that coverage ends and what steps you must take to continue it.
Outplacement services, such as career counseling or resume assistance, may also be offered to help ease your transition into a new role. While these services are not as tangible as a monetary payment, they can be valuable, particularly if you are navigating a competitive job market.
Additionally, keep in mind that acceptance of the severance package typically comes with significant trade-offs, including an express waiver of your right to pursue legal claims against your former employer for anything arising from your employment or the termination of your employment. Before signing, ensure the compensation and benefits offered justify the rights you are giving up. If any terms are unclear, inconsistent, or seem insufficient, consider seeking legal advice to negotiate for a better severance package or clarify ambiguous provisions. Your severance is not just a parting “gift” from the employer — it’s a critical component of your financial and professional future.
Receipt of All Wages Due
Before signing a severance agreement, it is essential to ensure that you have received all wages and benefits legally owed to you for your work prior to separation. Under California law, employees are entitled to receive all earned wages, including unpaid salary, hourly wages, commissions, bonuses, and accrued, unused vacation time (or PTO time) at the time of termination.
Importantly, payment of all earned wages including accrued, unused vacation pay/PTO time must be provided to you regardless of whether you sign the severance agreement or not. The employer cannot make the payment of earned wages contingent upon your acceptance of the severance package – that expressly is illegal under California law. The severance payment and other benefits offered in the agreement should be treated as entirely separate from the wages you are owed.
Under California law, an employer also is prohibited from compromising a claim for wages with an employee, unless the wage claim is disputed. In other words, if your employer owes you $6,500 in unpaid vacation time or unpaid overtime wages, it is illegal for the employer to offer to pay you less as a “settlement” of that particular portion of the claim. Simply put, your final wages should not be a part of the severance agreement, other than the acknowledgment that you have received all of your earned wages.
When reviewing the severance agreement, verify that all owed amounts are clearly documented and accounted for. Double-check your final paycheck and any itemized wage statements to ensure that everything, including vacation or PTO balances, has been properly calculated and paid. If you identify any discrepancies, raise the issue with your employer immediately. Failing to address unpaid wages before signing the agreement could make it more difficult to resolve later.
Severance Agreement Waivers and Release of Liability
The primary purpose of a severance agreement from the employer’s perspective is to obtain the employee’s signature on the document so that there is absolutely no risk that the employee will subsequently sue the employer for wrongful termination or any other claim arising from the termination of the employee. The terms that provide this guarantee for the employer are the waivers and release of liability clauses in the severance agreement that expressly waive and surrender all potential liability in exchange for the consideration (i.e. severance payment) offered by the severance agreement. The following clauses essentially are universal and are included in every single severance agreement.
Non-Admission of Wrongdoing/Liability
The “non-admission” clause in a severance agreement states that by offering the severance agreement, the employer is not admitting to any wrongdoing, liability, or unlawful behavior. It is standard language designed to protect the company and prevent the severance agreement from being used against them in future legal proceedings. While this may seem overkill given the other waivers of liability that preclude a lawsuit in the first place, employees in California should understand that the inclusion of this clause simply is a defensive measure for employers to minimize legal exposure – sort of a “belt and suspenders” provision to ensure there is no adverse blowback on the employer due to the severance payment.
This section is essentially the employer’s way of stating, “We’re settling with you, but we’re not saying we did anything wrong.” Many employees faced with this clause ask: “Why would the employer pay me if they did nothing wrong?” and initially demand that the employer “fess up” to its mistake. While understandable, that response is wasted energy because an employer never will admit wrongdoing or liability, even if a lawsuit is filed, or even if a jury enters a verdict in favor of the employee and against the employer after the trial. Out of the hundreds of lawsuits that Matt has handled over the past 30 years, Matt can recall only a single employer that actually admitted it did anything wrong, and that solitary occasion was a huge surprise. Matt’s advice is to simply ignore the non-admission clause – it’s essentially meaningless.
Release of Claims
Signing a severance agreement always waives your right to pursue legal claims against your former employer. This includes all conceivable claims regardless of the topic or source, including claims for discrimination, harassment, retaliation, wrongful termination, wage violations, and more – everything. Employers use this clause to ensure that you cannot bring legal actions for events that occurred during your employment – lawyers call it “buying your peace,” which means the employer is paying now so there is no problem in the future.
From the employee’s perspective, employees must understand that once you sign the waiver and release of liability, you will be unable to assert any claim that arose prior to the signing of the agreement; however, future claims never can be waived under California law, so if the waiver purports to waive “all future claims,” you know the employer is not getting legal advice and that the waiver will be unenforceable in court. Most of the time, the decision on whether or not to waive your potential claims and release the employer from all liability boils down to this – do you think you have a valid claim for which you could sue and get more money in a lawsuit with the help of an attorney (keeping in mind that the attorney will normally take at least one-third or more of the lawsuit settlement)? If so, and if you are able to afford to live without the severance payment while the lawsuit is pending (typically 18-24 months), then you should seriously consider a lawsuit rather than the severance payment.
However, most employees that are terminated face a serious dilemma: they know they’ve been wronged, but they cannot afford to forego the severance payment because they no longer have a job. Matt’s advice in this situation is to immediately seek legal advice as soon as you receive the proposed severance agreement so that you can get a realistic evaluation of your potential claim. If your claim is not solid on the facts and on the law, Matt normally advises employees to accept the severance payment (or negotiate to get a higher payment), and forego a lawsuit.
Release of Unknown Claims
All severance agreements in California include a waiver for unknown claims, which means you cannot bring a claim in the future even if you were completely unaware of the potential claim when you signed the severance agreement, even if the employer intentionally hid the claim from you. Most terminated employees do not have “unknown claims” in Matt’s experience because the concept of unknown claims applies more to motor vehicle injuries or medical malpractice scenarios where the extent of the injury is not immediately obvious to the victim.
In order to be enforceable under California law, a release of liability for unknown claims must recite California Civil Code section 1542 in the text of the severance agreement. If Civil Code section 1542 is not quoted verbatim in the severance agreement, the purported release of unknown claims will be unenforceable. In Matt’s experience, the issue of unknown claims has virtually never been an issue, and therefore normally is not a particular concern when considering a proposed severance agreement.
Covenant Not to Sue
A “covenant not to sue” is basically the flip side of the waiver and release of liability provision. By agreeing to a covenant not to sue, you are agreeing that you actually will not sue your former employer for any reason arising from your employment or the termination of your employment. It’s the flip-side of the waiver because given the fact that an employee that signs a severance agreement has no legal basis to sue the employer because of the waiver and release of liability, any lawsuit immediately would be dismissed. The covenant not to sue provision simply confirms that the employee will not make the employer go through the process of getting a lawsuit that has been waived dismissed from court.
ADEA/OWBPA Waiver
For employees aged 40 and older, the federal Age Discrimination in Employment Act (ADEA) and the Older Workers Benefit Protection Act (OWBPA), an amendment to the ADEA, provide important protections when severance agreements include a waiver a claim for age discrimination under the ADEA. This federal statute ensures that employees 40 years old and older are not pressured or rushed into signing away their rights to pursue claims of age discrimination.
Under these protections, your employer must give you a minimum of 21 days to review the severance agreement before signing. This review period allows you sufficient time to evaluate the terms, consult with an attorney if desired, and make an informed decision. It’s important to note that this 21-day period cannot be shortened by the employer, even if you decide you want to sign sooner. Employees are not required to use the entire 21-day period. If you believe the severance agreement is acceptable, you can sign and return the severance agreement to the employer prior to the expiration of the 21-day review period so that you can get the severance payment more quickly.
Additionally, the OWBPA provides a mandatory 7-day revocation period after you sign the agreement. The 7-day revocation period is a “cooling off” period that allows an employee to reconsider his/her decision to sign the severance agreement, and potentially revoke/cancel the employee’s consent prior to the expiration of the revocation period. The revocation period begins immediately after you sign and cannot be waived. The severance agreement becomes effective only after this revocation period has passed. Most severance agreements state that payment will be made in a certain number of days “after the effective date of this agreement.” If the severance agreement includes the ADEA/OWBPA waiver language (i.e. they give you 21 days to review the agreement), the “effective date” of the severance agreement always will be the eighth (8th) day after you sign and return the severance agreement to the employer.
If your employer fails to provide the mandatory ADEA/OWBPA waiver language and you are 40 years old or older, the waiver of age-related claims may not be enforceable. This means that even if you signed the agreement and accepted the severance payment, you may still bring a claim of age discrimination under the ADEA. In Matt’s experience this is very rare, but commonly occurs when the employer demands return of the signed severance agreement in a relatively short period of time, typically 24 to 72 hours. If the employer demands return of the signed severance agreement very quickly, that’s a red flag that should prompt you to seek legal advice.
Obligations and Restrictions After Termination
These clauses outline what is required of you after your employment ends and any restrictions placed on your actions based on the express terms of the severance agreement.
Return of Company Property
You may need to return items such as laptops, phones, and access cards, as well as any company documents or electronic information. Ensure you comply with this requirement to avoid delays in receiving your severance payment.
Non-Disparagement
A non-disparagement clause in a severance agreement typically prohibits you from making negative or critical statements about your former employer, its management, employees, products, or services. While this clause is designed to protect the employer’s reputation, it can significantly impact your ability to speak openly about your employment experiences after leaving the company.
For California employees, it is crucial to carefully review this clause to understand its scope and limitations. Some non-disparagement clauses are written very broadly, potentially restricting you from even sharing factual accounts of your experiences with colleagues, friends, or prospective employers. For example, if you were terminated under controversial circumstances, this clause could limit your ability to discuss the details with others, even if the statements you wish to make are true.
You should also consider how this clause might affect your ability to provide candid feedback about the company during interviews with future employers. If you are asked why you left your previous job or about your experiences at the company, a strict non-disparagement clause could make it challenging to answer honestly without violating the agreement.
Additionally, non-disparagement clauses may conflict with your legal rights in certain situations. For instance, California employees cannot be prohibited from discussing potential workplace violations with government agencies, such as the Department of Fair Employment and Housing (DFEH) or the Equal Employment Opportunity Commission (EEOC). If the clause appears to infringe on your ability to report violations or participate in investigations, it may not be enforceable.
Before signing, look out for clauses that impose financial penalties or liquidated damages for violating the non-disparagement provision. These penalties can be substantial and may discourage you from exercising your rights. If the clause seems overly broad or burdensome, consider negotiating to narrow its scope or add exceptions, such as allowing you to discuss your experiences with family, legal counsel, or government agencies.
Confidentiality/Liquidated Damages
Confidentiality provisions are common in severance agreements and are designed to prevent you from discussing the terms of the severance package or, in some cases, even the fact that a severance agreement exists. Employers include these clauses to protect their reputation, business practices, and legal interests, but they can have significant implications for you as an employee.
A confidentiality provision may prohibit you from sharing information about the severance package with coworkers, future employers, or the public. It can also restrict discussions about your departure, making it challenging to explain your separation to colleagues or others who may inquire. While some agreements allow disclosures to immediate family members, attorneys, or tax advisors, you should ensure these exceptions are explicitly stated in the agreement.
The primary concern for most employers is that employees do not post anything about the severance agreement or the amount of the severance agreement on social media because employers believe this will encourage others to file claims or seek severance payments upon termination. So long as you do not publish the agreement or discuss it publicly, telling a friend or relative about your severance package normally is not going to trigger an enforcement action against you by the employer. The bottom line is that when a confidentiality provision is included in a severance agreement, you should keep the matter confidential just like you would do with any other personal confidential financial information.
Liquidated Damages Clauses
One critical aspect of confidentiality provisions is the enforcement mechanism employers use to ensure compliance, often in the form of liquidated damages clauses. Under the law, damages are “unliquidated” when the amount of damages cannot be determined to a certain number. For instance, emotional distress damages typically are considered “unliquidated” because it’s impossible to put an exact monetary number on the value of emotional distress/pain and suffering damages – it’s different in every situation for every person. On the other hand, past-due wage claims are “liquidated” because it’s possible to calculate exactly how much money is owed to the employee.
In a severance agreement, a liquidated damages provision provides for a monetary fine for each violation of the confidentiality provision, which normally would be an “unliquidated” amount because it’s impossible to determine how much the employer would be damaged if a single former employee publicized how much he/she received in a severance payment, if any damage happened at all. To cure this problem, employers include a liquidated damages provision in which the employer and the employee agree that for each violation of the confidentiality provision, the damage to the employer will be a liquidated amount, normally $500 to $5,000, depending upon the overall amount of the severance payment.
In Matt’s experience, a liquidated damages provision’s bark is worse than it’s bite, and it rarely is a genuine issue of concern. First, initiating a claim for violation of the confidentiality provision by the employer is very expensive – the employer must hire a law firm, file paperwork, etc., that almost certainly will be more than the liquidated damage penalty in the severance agreement. Second, in Matt’s experience, court’s are quite reluctant to enforce liquidated damage provisions against employees except in the most egregious scenarios. For instance, in Matt’s entire legal career, he has seen only two instances where an employer attempted to enforce a liquidated damages provision in a severance agreement for alleged violations of the confidentiality provision. Both times the judge rejected the employer’s request and scolded the employer for even raising the issue. That doesn’t mean employees can ignore the liquidated damages provision; it means if you make a good faith effort to comply with the confidentiality provision and you do not intentionally go out of your way to commit an obvious violation of it, you should have nothing to worry about.
What California Employees Should Look Out For
California employees should carefully evaluate confidentiality and liquidated damages provisions for fairness and clarity. If a liquidated damages clause is included, consider whether the stated penalty is reasonable or excessively punitive. For example, a clause that requires repayment of the full severance amount for a minor, unintentional disclosure could be seen as overly harsh. If you feel the penalties are excessive, consult an employment attorney to negotiate more equitable terms or seek to have the liquidated damages provision removed. Matt’s experience is that liquidated damages provisions many times are “throw away” provisions in the severance negotiations, meaning they are included in the initial proposal by the employer with the intention of “throwing them away” in response to the employee’s objection so that the employer can claim it is negotiating in good faith on the terms of the severance.
Confidentiality provisions should also be reviewed to ensure they do not infringe upon your rights under California law. For instance, these clauses cannot legally prevent you from discussing workplace violations with government agencies or participating in legal proceedings, such as testifying in a court case. California law also provides some protections for employees discussing wages or working conditions, so overly broad confidentiality provisions may not be enforceable.
Post-Termination Cooperation
Employers often include a post-termination cooperation clause in severance agreements that purports to require you to assist with certain matters after your employment ends. This cooperation may involve providing information about projects you worked on, assisting in legal proceedings such as depositions or trials, or helping with transitions in key business areas. While this may seem like a reasonable request, it is crucial to understand the scope, nature, and duration of this obligation. A broadly worded clause could leave you vulnerable to excessive or indefinite demands from your former employer, potentially disrupting your personal life or future employment.
Matt always makes this point in response to post-termination clauses: although they are permissible, an employee is not required to cooperate with the former employer “for free.” In other words, the consideration (severance payment) paid to you for the severance agreement is not consideration (payment) for your future cooperation; employees can and should demand a reasonable hourly rate if and when asked by the company for post-termination cooperation. Matt recommends that employees use their base hourly rate plus 20%; if paid on a salary, divide your annual salary by 2,000 and then add 20% of that number for your hourly rate. Here is an example: $80,000 annual salary/2000=$40 hour, plus 20% = $48/hour for post-termination cooperation.
Additionally, check whether the agreement limits the duration of this obligation. An open-ended requirement could lead to unforeseen burdens years after your employment has ended. Ideally, the agreement should include a clear time frame that does not exceed one year.
Additional Legal Provisions of Severance Agreements
These provisions address the legal enforceability of the agreement and other formalities.
Attorney’s Fees and Costs
Many contracts include a provision that states that if a dispute arises between the parties to the contract that results in a lawsuit or a formal legal proceeding, the prevailing party (the side that wins) will be entitled to an award of reasonable attorney’s fees and court costs from the other side. Court costs typically top out at a few thousand dollars for most lawsuit, so the real concern is attorney’s fees, which can easily run into the six figures for an extended, drawn out legal battle. Because the specter of having to pay the employer’s attorney’s fees is quite daunting, the attorney’s fees provision is included as a tactic to dissuade the employee from initiating a dispute over the terms of the severance agreement.
In Matt’s experience, attorney’s fees provisions can be a powerful incentive, but most of the time do not come into play. The reason is because only a judge can issue an award of attorney’s fees, and a judge can do that only after one side or the other wins the lawsuit. Because 99.9% of lawsuits are resolved informally (settle), most lawsuits and other legal disputes never get to the stage where an award of attorney’s fees is even possible. That said, a potential award of attorney’s fees is a serious issue that always should be factored into any decision to raise a formal dispute over the terms of a severance agreement.
No Waiver of Compelled Testimony
A “No Waiver of Compelled Testimony” provision in a severance agreement ensures that the agreement does not interfere with your ability to comply with legal obligations, such as testifying in court in response to a subpoena, participating in depositions, or cooperating with government authorities. This provision is important for California employees because it clarifies that, even after signing the severance agreement, you retain your legal duty to provide truthful information in response to subpoenas, court orders, or other lawful demands.
For example, if you are asked to testify in a legal case involving your former employer, this clause ensures that the confidentiality or non-disparagement provisions of the severance agreement do not restrict your ability to provide honest testimony. Similarly, if a government agency, such as the California Department of Fair Employment and Housing (DFEH) or the U.S. Equal Employment Opportunity Commission (EEOC), requests your cooperation in an investigation, this provision guarantees that you can comply without fear of breaching the agreement.
No Modifications
The “No Modifications” clause in a severance agreement specifies that the terms of the agreement cannot be changed, amended, or altered unless both you and your employer agree to the changes in writing. This clause is designed to provide finality and clarity, ensuring that the agreement represents a complete and settled understanding between the parties.
For employees in California, this provision means that once you sign the agreement, you are bound by its terms, and any future changes must be formally documented and mutually agreed upon. Verbal promises or assurances made after the agreement is signed will not hold legal weight unless they are incorporated into a written modification. This is why it is critical to ensure that the agreement is complete and accurate before signing.
Neutral Reference Clause
A neutral reference clause in a severance agreement typically ensures that your former employer will provide only basic, factual information about your employment, such as your job title, dates of employment, and possibly your final salary, when contacted by prospective employers. This clause is designed to protect employees from negative references that could harm their chances of securing future employment.
For employees in California, where defamation laws already protect individuals from false and damaging statements, a neutral reference clause offers an additional safeguard. It ensures that your former employer will not make subjective or potentially harmful comments about your performance, conduct, or the circumstances of your separation. For example, if your departure involved disputes or allegations of misconduct, this clause can prevent those issues from being discussed during a reference check.
Finally, it’s essential to keep in mind that even with a neutral reference clause in place, California employers are not required to respond to reference requests at all. If an employer refuses to provide any information, this could also raise concerns for prospective employers. Understanding the exact terms and limitations of the neutral reference clause is key to ensuring it meets your needs and provides the protection you expect as you transition to new opportunities.
Many times, employees will request a “letter of reference” from the former employer rather than rely on the “neutral reference clause,” with the idea that the letter of reference will preclude the need for a prospective employer to contact the employee’s prior employer. Matt discourages employees from using this tactic for two reasons: 1) prospective employers are going to call your former employer to check you out whether you have a letter of reference or not; and 2) almost everyone in the human resources industry, and certainly most employment law attorneys, knows that a letter of reference normally is a contrived statement written by the employee to avoid an otherwise potentially negative evaluation by a former employer. Simply put, everyone already knows that letters of reference given at the time of termination of phony, and no hiring manager is going to put any value into that letter; instead, it only raises suspicion.
In Matt’s experience, an employee is better off simply telling the prospective employer that he/she has a dispute with the prior employer that quickly was resolved with a severance agreement, and that no formal legal action was taken. Most prospective employers understand that these sorts of situations arise, and unless you have multiple severance agreements from your last three employers or some other obvious pattern, the fact that you exited the former employer with a severance agreement will not be a strike against your application for employment.
Choice of Law Provision
A choice of law provision in a severance agreement specifies which state’s laws will govern the interpretation and enforcement of the agreement. While this may seem like a minor detail, it can have significant implications, especially if your employer is based in a different state from where you worked or currently reside.
For California employees, this provision is particularly important because California labor laws are some of the most employee-friendly in the country. Employers based outside of California may attempt to apply the laws of another state, which could be less protective of employee rights. For example, some states allow for stricter non-compete clauses or provide fewer protections for employees challenging wage and hour violations. If the choice of law provision specifies a state with less favorable laws, you may inadvertently waive certain protections provided by California law.
If you receive a severance agreement that includes a choice of law provision that sets the law as anything other than California law, you should object to the clause and insist that California law govern the agreement.
Integration Clause
An integration clause, sometimes called a “zipper clause,” is a common contract term that means the entire agreement is contained within the written agreement, and that no part of the agreement is oral or contained in any other writing or document. An integration clause prevents either party from introducing outside terms or conditions that are not expressly set forth in the severance agreement. For the most part, this language is entirely standard and is contained in virtually every single written contract regardless of the topic or purpose. It is not a reason for concern.
Counterparts
This formality allows the agreement to be signed in multiple copies, all of which are treated as originals.
Contact the Ruggles Law Firm at 916-758-8058 to Evaluate Your Potential Lawsuit
Contact the Ruggles Law Firm at 916-758-8058 to Evaluate Your Severance Agreement.
Matt Ruggles has a thorough understanding of California employment laws and decades of practical experience litigating employment law claims in California state and federal courts. Using all of his knowledge and experience, Matt and his team can quickly evaluate your potential claim and give you realistic advice on what you can expect if you sue your former employer.
Contact the Ruggles Law Firm at 916-758-8058 for a free, no obligation consultation.
Blog posts are not legal advice and are for information purposes only. Contact the Ruggles Law Firm for consideration of your individual circumstances.
