Author: Kelli Lemon

Most employment contracts include termination provisions attempting to restrict the amount of notice or compensation employees will receive upon their termination, and many include an employee’s post-employment interests. Simply including these provisions in the contract does not necessarily make them enforceable. This paper will assist practitioners in drafting separation, severance, and solicitation provisions that will be enforceable and in knowing what to look for when a client is the one who prefers that the contract be invalidated.

This paper was presented at LESA’s Drafting (or Invalidating) Key Aspects of Employment Contracts: Separation, Severance, and Solicitation webinar on November 24, 2022.