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Employee Contract, Severance and Age Discrimination

A senior executive and manager in two printing companies in Los Angeles was terminated when the owner of the family business passed away and her sons took control of the business. The executive and manager had been promised stock options, bonuses and wage compensation based on performance of the two companies. The promises were verbal, and implied in fact. No at will clause had been signed by the manager.

The manager was in his early 60s and the two remaining owners and managers in their 30s. No reason was given for the termination. The senior executive had provided the contacts for the companies' client base and the vision for its business operations and services.

Notwithstanding more than 20 years of service to the company, the executive was abruptly terminated, with only a moderate severance offered, despite the contractual obligations running to him from both companies.

The Rubin Law Corporation was able to settle the matter at a pre-litigation mediation in a settlement package valued at more than $300,000. The claims were based not only on contract but also on provisions of the California Fair Employment and Housing Act relating to age discrimination.

These provisions carry with them remedies that include attorney fees, compensation for emotional distress, front and back pay, and punitive damages. Of course, each case is different and there is no guarantee of same or similar results. For more information visit This is a companion website to

Employee Contract, Severance and Age Discrimination Legal Help

If you or a loved one has suffered contract, severance or age discrimination, please click the link below to send your complaint to a lawyer to evaluate your claim at no cost or obligation.
Published on Mar-26-07


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