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Kristan
Peters

Kristan Peters-Hamlin is the managing partner of Peters Hamlin LLC, a firm with expertise in the financial services industry.

Westport, Connecticut

Kristan Peters-Hamlin is an employment lawyer who has represented numerous executives and employees throughout New York and Connecticut with compensation issues. Kristan Peters-Hamlin is well-regarded for the excellent results she has been able to secure for clients seeking payment of all the compensation to which they are entitled upon their departure from their employment. Ms. Peters-Hamlin explains, “Often, executives and employees leaving their employment encounter problems receiving all their compensation to which they are entitled. For instance, sometimes employers refuse to pay bonuses, such as short-term incentive compensation or long-term incentive compensation. Under certain circumstances, the law requires that such bonuses be paid. We work to ensure that departing executives get every dollar they are owed.” Kristan Peters-Hamlin has also helped numerous executives negotiate far more favorable severance packages. It is not unusual for clients to receive triple or even one hundred times more than what they were initially offered in severance after Peters Hamlin LLC intervenes on their behalf. “I had one terminated employee who was offered two weeks’ severance and tried for months to negotiate on his own with no improved offer. After I concluded my negotiations for him, he received two years’ severance. Another woman was terminated when she took FMLA leave and was offered no severance. I secured a one-year severance package for her.” Kristan Peters-Hamlin has also been used to great effect by employees and executives required to sign unfair non-compete agreements or who are involved in disputes with former employers regarding the reach, meaning, or enforceability of non-compete or non-solicitation agreements. She also negotiates on behalf of executives, hedge fund managers, and private equity managers, as well as other employees who are being asked to sign non-competes when they join a new employer or who need a compensation package negotiated for them on a pre-hire basis. Kristan Peters-Hamlin is renown for her negotiation skills and unfailingly has secured better results for clients than what they have achieved on their own. Ms. Peters-Hamlin has a long list of satisfied former and present clients who highly recommend her and the firm of Peters Hamlin LLC.


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  • Take Your Time in Signing Severance Agreements
    , Kristan Peters-Hamlin's Blog on Bigsight
    October, 2011
    About the author: Kristan Peters-Hamlin represents clients in employment-related matters in New York and Connecticut at Peters Hamlin LLC. A practicing attorney for more than 24 years, Ms. Peters-Hamlin frequently negotiates severance packages for executive-level clients.


    posted at photos2.fotosearch.com

    Receiving news of a layoff comes as a surprise to most people. Even when a work situation was not ideal, the discharged worker likely feels some shock. While you may wish to sign all documents, collect any money due to you, and move on quickly, it usually pays to take extra time before taking such action. Giving yourself time to recover from the shock and emotional upheaval may lead to several benefits.

    Upon receiving notice of a layoff, the first few steps can be crucial. Under federal law, employers must give a laid-off worker age 40 or older 21 days to review and consider the severance agreement before accepting the severance document. Companies that have over a certain number of employeees are bound by this law, which is called the Older Workers Benefit Protection Act. Those companies and firms must allow all workers to take 21 days to consider their severance agreements and releases that the employers have offered. Accordingly, former employees should not feel rushed to sign a severance document, which frequently includes releases of the right to bring future legal action. Taking time to read over the agreement and discuss it with a spouse is reasonable. Moreover, an attorney can often negotiate a longer review period for the employee, which employers often agree to in order to avoid litigation or an age discrimination claim.


    posted at photos3.fotosearch.com

    Furthermore, the timing of when you sign the agreement can be important. For instance, delaying execution of the severance agreement until the end of the year can allow you to pay taxes on the severance in the following tax year (when your income may be lower).

    As your employer shares the details of the situation, you may want to take notes. This will allow you to formulate questions, as well as prepare yourself should you later decide to seek the assistance of legal counsel. Moving cautiously before signing a severance agreement also gives you the opportunity to consult with an employment attorney who can evaluate the relevant documents and their impact on you. He or she can also represent you in severance negotiations.