Severance & Employment Agreement Lawyer in Bingham Farms, Michigan
When a contract crosses your desk—offer letter, noncompete, NDA, or severance package—your career and income are on the line. I’m Scott Batey, and I represent employees and executives in Michigan. My job is to spot the traps, fix the language, and negotiate the best possible deal—fast.
Why Bring in a Lawyer Now?
Because the leverage window is short. Employers write contracts to protect themselves. We balance them—quietly and effectively—so you keep options open, protect your reputation, and avoid clauses that can box you in later.
What we do:
• Line‑by‑line review with plain‑English takeaways
• Market‑aware negotiation strategy (money + terms)
• Redline edits you can hand to HR
• Timelines, references, and exit strategy planning
Quick tip: Never assume “standard language” is safe. Small words (like for any reason or in perpetuity) can change everything.
Severance Agreements (Review & Negotiation)
Severance is more than the check. We work the whole package:
Money: weeks/months of pay, bonus/commission, COBRA, PTO, RSUs/options treatment
References & non‑disparagement: who says what, and how
Release scope: carve‑outs, confidentiality, non‑cooperation limits, government rights
Noncompete / nonsolicit: remove or shorten restrictions tied to severance
No rehire / mutual non‑disparagement: narrow or strike when harmful
Executive/semi‑exec packages: change‑in‑control, clawbacks, equity acceleration, garden leave—let’s align the terms with your next move.
Noncompete Agreements (NCA)
Protect your ability to work. We evaluate:
Scope: competitors, roles, geography, and time limit
Trigger events: applies only if terminated for cause or any reason?
Consideration: what did you get for signing?
Blue‑penciling risk: how courts may narrow or enforce terms
Our goal: narrow or remove the restraint—or negotiate a paid non‑compete period that matches market reality.
Nonsolicitation Agreements (Customers & Employees)
Often more enforceable than noncompetes—and just as dangerous.
• Define “solicit” precisely (passive LinkedIn posts ≠ targeted outreach)
• Limit customer lists to accounts you actually serviced
• Carve out general advertising and pre‑existing relationships
• Keep employee non‑solicit short and role‑appropriate
Confidentiality Agreements (NDAs)
Protect your next job and your reputation while respecting trade secrets.
• Tight definitions of Confidential Information
• Carve‑outs for skills/experience, industry knowledge, and info you already knew
• Term limits (not “forever” on non‑secret info)
• Whistleblower and agency‑cooperation carve‑outs
Exclusive Employment Contracts
Exclusivity, outside income, consulting, board seats—these clauses can limit your freedom.
• Define what counts as “competitive”
• Approvals for moonlighting or side ventures
• Clear IP ownership when you build on your own time with your own tools
Invention Assignment & IP Ownership
Who owns what you create? We protect your portfolio and future earnings.
• Limit assignments to inventions created on company time/with company resources
• Exclude prior inventions and personal projects
Ensure fair IP transfer terms and bonus mechanisms.
How We Prove Retaliation
Timing & pattern
What changed after your report
Comparators
How similarly‑situated coworkers were treated
Policy deviations
Skipping steps, sudden rule changes
Pretext evidence
Shifting reasons, inconsistent documents
Paper trail
Emails, texts, HR tickets, performance history
How We Help
Evidence plan
Doctor certifications (WH‑380), emails, HR ticketing, time records, performance history, and attendance data
Agency filings
EEOC/MDCR/WHD strategy and deadlines
Negotiation & litigation
Demand letters, mediation, or filing suit
Damages focus
Back pay, front pay, compensatory damages, and attorney’s fees where statutes allow
What I Do for Wrongful Termination Clients
Fast case assessment
Timeline + documents review to identify the strongest legal theory
Evidence strategy
Preserve, collect, and organize proof (emails, chats, performance records)
Agency filings
EEOC/MDCR/WHD, where strategic
Negotiation & litigation
Demand letters, mediation, or filing suit when needed
Damages focus
Back pay, front pay, compensatory damages, possible punitive where available, and attorney’s fees where statutes allow
How I Help Employees
Fast case assessment
What happened, which laws apply, and your best next step
Evidence strategy
Preserve emails, texts, HR tickets, reviews, schedules, pay data
Agency filings
EEOC/MDCR, MIOSHA/OSHA, WHD (wage/hour), where strategic
Negotiation & litigation
Demands, mediation, or filing suit when needed
Damages focus
Back pay, front pay, compensatory damages, and fees where statutes allow
Employment Law Cases We Handle
Workplace disputes can threaten your career, your finances, and your peace of mind. Since 1996, attorney Scott Batey has represented employees across Michigan in a wide range of employment law matters — from wrongful termination to workplace discrimination and harassment. If your rights have been violated, we are here to help.
Employment Law
Full legal support for employees facing workplace disputes, from contract issues to policy violations.
Wrongful Termination
Defending workers who were unfairly fired in violation of their rights or contracts.
Workplace Discrimination
Protecting employees from bias based on race, gender, age, disability, religion, or other protected traits.
Sexual Harassment
Taking action against unwanted conduct or a hostile work environment.
FMLA & ADA
Enforcing your right to medical leave and workplace accommodations for disabilities.
Retaliation & Whistleblower
Representing those punished for reporting misconduct or asserting their legal rights.
Employment/Severance Agreements
Enforcing your right to medical leave and workplace accommodations for disabilities.
Local, Employee‑Side Counsel
We serve Bingham Farms and nearby communities—Birmingham, Southfield, Royal Oak, Beverly Hills, Farmington Hills, Oak Park, Troy, Ferndale, Berkley, Madison Heights—and employees across Michigan. If you searched for: severance agreement lawyer Bingham Farms MI, severance package review Birmingham MI, noncompete agreement attorney Southfield MI, nonsolicitation agreement lawyer Royal Oak MI, confidentiality (NDA) lawyer Oakland County MI, invention assignment agreement attorney Bingham Farms …you’re in the right place.
What to Bring to Your Review:
1. Offer letter/contract or severance draft (Word/PDF)
2. Prior agreements (NDA, NCA, stock, bonus plans)
3. Compensation details (bonus, commission plans, equity)
4. Your goals: next role/timing, target companies, immigration or licensing constraints
How we build a winning case
Case Assessment
Timeline + document review to identify the strongest legal theories (ELCRA/Title VII/ADA/ADEA/PWDCRA).
Evidence Strategy
Preserve and organize emails, chats, write‑ups, metrics, schedules, comparators, and witness accounts.
Agency Filings
Personalized attention, clear communication, and strategies tailored to your goals.
Negotiation & Litigation
Demand letters, mediation, or filing suit—moving with purpose toward results.
Damages Focus
Back pay, front pay, compensatory damages, and attorney’s fees where statutes allow.
How We Help
Fast assessment
We identify the strongest legal theories and risks.
Evidence strategy
Preserve and organize messages, recordings where lawful, performance records, comparators, and witness accounts.
Agency Filings
We handle EEOC/MDCR strategy and deadlines.
Demand, negotiate, or sue
We push for corrective action and compensation; we litigate when necessary.
Damages Focus
Back pay, front pay, emotional distress, and attorney’s fees where statutes allow.
Free Consultation—Confidential & Straightforward
Call (248) 540‑6800 or email sbatey@bateylaw.com. Tell us what happened. We’ll explain your options, next steps, and how to stay safe at work.
Office: Batey Law Firm, PLLC 30200 Telegraph Rd., Suite 400, Bingham Farms, MI 48025
your legal questions
First, document everything — your hours, pay stubs, and any messages about work time or pay. Then, talk to an employment attorney before filing a complaint. In Michigan, employees can bring claims under both federal law (FLSA) and state law, which often provides additional protections. The law also prohibits your employer from retaliating if you raise a wage or overtime issue. At Batey Law Firm, we help employees across Michigan understand their rights and recover what they’re owed — without fear of retaliation or “burning bridges.”
No. Any work you’re required — or even allowed — to do for your employer must be paid. That includes things like: Finishing reports after your shift Answering work texts or emails at home Putting on or taking off protective gear before or after your shift Bottom line: If your employer benefits from your time, that time should be paid. You can’t legally “volunteer” to work for a private employer.
Under the FLSA, you must be paid 1.5 times your regular rate for every hour worked over 40 in a workweek — unless you’re exempt. Common overtime violations we see include: Calling someone “salaried” to avoid paying overtime (that label alone doesn’t make you exempt). Asking employees to “clock out and finish up” — which is still compensable time. Averaging hours across multiple weeks to avoid overtime (not allowed). If you regularly work more than 40 hours and don’t see overtime pay, your employer may be violating the FLSA — even if they insist it’s “company policy.”
The Fair Labor Standards Act (FLSA) is a federal law that sets the ground rules for how employees must be paid in the U.S. It covers things like minimum wage, overtime pay, recordkeeping, and child labor. Most Michigan workers are covered, whether you’re paid hourly or salary. But not everyone is — for example, certain managers, administrators, or professionals can be exempt from overtime pay rules. In plain English: The FLSA is there to make sure you’re fairly paid for your time and effort — and not overworked or underpaid by your employer.
Often, yes—especially in restructurings or when you’ve hit performance milestones.
Varies by level/tenure. We benchmark and push for cash, benefits, and clean references.
Options may remain—especially for overbroad terms, lack of consideration, or changes in duties.
It depends on scope, role, and state law. Narrowing or buyout terms are often possible.
Most agreements are negotiable. We focus on money, restrictions, and reputation.
Need Legal Help With a Workplace Issue?
Get clear answers and a plan to protect your rights — starting with a free, confidential consultation.
Suite 400
Bingham Farms, MI 48025
United States