a.Try to stay on the payroll as long as possible.

b.Negotiate for the employer to continue to provide medical, dental, and hospitalization coverage (paid for by the employer) while you are receiving severance wages.

c.Avoid arrangements where you are offered severance for a specified period of time (e.g., six months) which automatically ceases when you obtain a new job. Rather, make the offer noncontingent on new employment. If that is not possible, arrange that differential severance will be paid in a lump sum if you obtain a new job prior to the expiration of the severance period. (For example, request that three months' worth of severance will be paid in a lump sum if a new job is obtained any time before the six months' of salary continuation expires.)

d.If severance pay is to be paid in a lump sum, consider asking for it immediately, not in installments over time.

e.Consider the tax ramifications of postponing a lump sum payout until the following year, when your tax base will be lower if you do not find employment quickly.

f.Recognize that if you receive salary continuation rather than a lump sum payment you may be ineligible for unemployment benefits until the salary continuation payments cease in some states; thus, always contact your local Department of Labor for guidance and consider the benefits of a lump sum payment rather than extended salary continuation (unless you are not adversely affected under your state's unemployment compensation policies).

g.Avoid accepting the employer's first offer; always negotiate, negotiate, negotiate.

h.Attempt to receive at least four weeks' severance for every year of employment.

a.If you have relocated recently at the request of the employer, try to obtain additional relocation allowances.

b.Discuss accrued vacation pay, overtime, and unused sick pay. Be sure you are paid for these items.

c.If you were fired without notice, ask for two additional weeks of salary in lieu of the employer's lack of notice.

d.If commissions are due or about to become due, insist that you be paid immediately; do not waive these expected benefits.

a.Understand how your bonus is computed.

b.If you were entitled to receive a bonus at the end of the year, ask for it now.

c.If the employer refuses to pay, argue that the firing deprived you of the right to receive the bonus; or

d.Insist that your bonus be prorated according to the amount of time you worked during the year if the above arrangement is rejected. For example, if you are fired on November 30, ask to receive 11/12 of your expected bonus. Do not accept the employer's argument that you must be on the payroll the day the bonus is paid in order to receive it; some employers fire workers to deprive them of these expected benefits.

a.Ask for details regarding the nature of your benefits. You are entitled to an accurate, written description of all benefits under federal law.

b.Be aware of all plans, funds, and programs that may have been established on your behalf.

c.If you are fired just before the vesting of a pension or stock options (e.g., two months before the vesting date), argue that the timing is suspect and that public policy and fairness requires the employer to grant your pension or stock options. If the employer refuses, consult an experienced labor lawyer immediately.

a.Request continued use of an office, secretary, telephone, or mail facilities to assist you in your job search if appropriate.

b.Consider requesting a loan to tide you over while looking for a new job.

c.Consider requesting continued use of your company car or ask to buy the car or take over the lease at a reduced rate, if appropriate.

d.Request that the employer pay for outplacement guidance, career counseling and resume preparation services, including typing and incidental expenses. Some employees negotiate to receive a smaller cash settlement in lieu of the cost of outplacement services where applicable.

a.Does coverage stop the day you are fired or is there a grace period? Ask for a copy of the applicable policy.

b.Can you extend coverage beyond the grace period?

c.Be sure your benefits are explained to you if you do not understand them.

d.Can you assume the policy at a reduced personal cost? This is sometimes referred to as a conversion policy.

e.If you are married and your spouse is working, you may be covered under your spouse's policy. If so, do you want to continue paying for your own policy?

f.Be sure the employer has notified you regarding your rights under COBRA. If you receive no notification within 30 days of your discharge, contact the employer immediately.

a.Can you convert the policy to your benefit at your own cost? Don't forget to inquire about this.

b.Is there any equity in the employer's life insurance plan that accrues to you on termination? Inquire about this and ask for a copy of all policies presently in effect.

a.Clarify how the news of your departure will be announced. Discuss and agree with management the story to be told to outsiders.

b.Consider whether you want it to be known that you resigned for personal reasons or that you were terminated due to a "business reorganization." These are neutral explanations that are preferable to firings for misconduct or poor performance.

c.Request that a copy of a favorable letter of recommendation be given to you before you leave the company if possible.

d.Request that key members of the company be notified of your departure in writing. If possible, approve the contents of such a memo before distribution. The news of a firing spreads rapidly and written memos can dispel false rumors about your termination.

a.Determine if you are entitled to receive additional benefits under a severance contract or golden parachute. Generally, golden parachutes are arrangements between an executive and a corporation that are contingent on a change in control of the corporation.

b.Speak to an experienced employment lawyer immediately to protect your rights if the employer refuses to provide all the benefits specified in your contract or there is a merger and a successor company advises it will not honor prior commitments of severance and other expected benefits.