Offer Letter & Employment Contract Review

What we look for

• Severance triggers: how "cause" is defined, and whether you can resign for "good reason" and still receive severance.
• Equity: vesting, acceleration on a change of control or termination, and how long you have to exercise options after leaving.
• Bonus terms: what is guaranteed, what is discretionary, and what happens if you leave mid-year.
• Approvals: equity promised "subject to compensation committee approval," which may not be a binding promise. Why that matters.
• Non-competes and non-solicits: scope, territory, length, and pay during any restricted period.
• Clawbacks: when the company can take back pay you have already received.
• Disputes: arbitration, venue, and which state's law governs.

How it works

1. Send the offer letter, agreement, and any equity or bonus plan documents.
2. We review them and walk you through the issues that matter, in priority order.
3. We help you negotiate the changes, either directly or by preparing you to raise them yourself.

Common questions

Will asking for changes put my offer at risk?

Senior hires are expected to negotiate. The key is asking for specific, reasonable changes, focused on the terms that matter most.

Should I negotiate myself or have counsel do it?

Many executives raise the points themselves, using counsel's guidance, to keep the relationship with their new employer smooth. Counsel can step in directly when that serves you better.

Attorney advertising. This page is for informational purposes only and does not constitute legal advice. No attorney-client relationship is created by reading it. J. Andrew Fine is licensed to practice law in North Carolina (2004) and Florida (1997); matters in other jurisdictions may require local counsel. Prior results do not guarantee a similar outcome.