Q: Legal advice on severance agreement and potential ADA/retaliation claims post-termination.

A: I'm really sorry you’re dealing with this situation—it’s stressful to face a termination while also having to make quick decisions about your rights and your future. When you’re offered a severance agreement, it almost always includes a general release of claims, which means that if you sign, you’re usually giving up your right to sue for ADA violations or retaliation related to your job or termination. Before signing anything, it’s crucial to understand exactly what you might be giving up.

The amount they’re offering—two weeks’ pay—seems low, especially if you have a strong performance record, requested accommodations, and believe you were terminated in retaliation. Severance amounts can often be negotiated, especially if the employer wants closure and to avoid any potential claims against them. If your accommodations were verbally approved but not provided, and you were subjected to ridicule and exclusion after making your request, you could have a case for both ADA discrimination and retaliation.

Gather all your documentation, including emails, PIP paperwork, accommodation requests, and any evidence of how you were treated after disclosing your condition. Don’t let the company pressure you into signing quickly; you have the right to ask for more time to review the offer or consult with an advocate. You deserve to make this decision with a clear understanding of your options and without giving up your rights unnecessarily.