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It is not strange to hear about workplace disputes that arise from unsettled grudges or payment issues. If you have a disgruntled employee, there are easy ways to get a resolution, such as engaging the services of settlement agreement solicitors.
Several reasons lead to workplace conflicts that need to be resolved. Regardless of how peaceful or accommodating an organization is, disputes are still likely to arise. The only difference is that they may be few.
Given that these conflicts are bound to arise, what should be done?? You must negotiate a settlement agreement with the disgruntled party. But before we get ahead of ourselves, let’s look at what an employment settlement agreement is and some possible reasons for such disputes in the workplace.
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Contents
Employment Settlement Agreement: What is it?
This type of agreement is a contract that legally terminates an employment relationship. It also resolves any conflict between an organization and a disgruntled employee.
Such a contract ensures that both parties mutually benefit from the agreement but constrains the employee from undue claims against the organization or employer in the future. In most cases, the agreement usually involves financial settlements.
Possible Reasons for a Settlement Agreement
We discussed how several issues can lead to the need for an employment settlement agreement, whether you are an employer, company, or employee. It does not matter how careful you are; problems still arise, and you must be prepared to handle them. The following are possible reasons to remember:
1. Wrongful Termination
One of the most common reasons a settlement is required in a workplace is wrongful termination. Employees may perceive that they were unduly sent packing from their roles in the workplace.
So, they contacted their former employer to request a settlement to resolve the conflict. Such a solution is usually palatable to all involved parties because it’s usually peaceful, legally binding, and easy to do.
2. Undue Workplace Treatment
Some employees report unfair or undue treatment from their employers or colleagues. It usually comes as verbal abuse, sexual misconduct, or racial discrimination. These issues are common and may require a monetary settlement as part of the contract to keep the matter from the public eye or out of court.
This is usually true for big conglomerates and organizations that need to protect their reputation. The issue can even come from an applicant to an advertised position who feels discriminated against and wants to pursue the matter legally.
3. Withheld Payments
Another common reason a settlement agreement becomes necessary is when employees report unpaid salaries or benefits. Employees may work extra hours or outside their designated roles and require payment.
In such cases, an agreement may be the way forward; the employer must pay the required bonus and extra, as per the contract. At other times, the payment may exceed the initially agreed-upon amount between the employer and employees. Click here to learn more about the issues that may cause a settlement agreement to become necessary.
Tips to Negotiate a Favorable Employment Settlement Agreement
You will find the following tips helpful when negotiating a settlement. You want to avoid getting an unfair deal, so remember them when entering these waters.
1. Determine Steps to Get a Commensurate Financial Settlement
It is only fair that all parties involved want to protect themselves as much as possible. Your employer may only quickly give you what the law requires on paper. If you show any weakness or naiveté, they may capitalize on it and try to undercut you.
What do you do? Consider taking the issue to an Employment Tribunal and mean it. Do not use it as a threat; be ready to see it to the finish line. Many employers prefer settling out of the public’s eye, so such a step may make them more amenable.
2. Keep It Simple
It always helps to stick to what you deserve and stay within the bounds. An employer is usually more open to settling amicably with disgruntled employees who do not demand more than they deserve. You may see reports that some employees get a lot of money from their employers and want to try the same.
It is crucial to know that it does not always work that way. Taking up the matter in court or the Employment Tribunal may yield different results. Sometimes, you can leave empty-handed. Therefore, keeping it simple is your best bet.
3. Negotiate Behind Closed Doors
While you may be eager to milk your employer of everything you can and use all legal powers at your disposal, a gesture of goodwill may be more potent than you know. And one of the ways to know is to discuss behind closed doors.
Such discussions are private and unrecorded so that both parties can speak freely. If your employer is level-headed, you may get much more than you expect. You can ask for this discussion, even if your employer does not offer it. And if they say no, do not push it, but look for other methods to reach an agreement.
4. Consider Other Possible Gains
Money may not be the only gain from an employment settlement agreement. Think about referrals, recommendations, or connections you can negotiate while you have the opportunity. There’s so much to gain if you know what to do. So, speak with your solicitors to see what is on the table. You will find other helpful tips in this resource https://www.advocatemagazine.com/ to help you along the way.
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Conclusion
An employment settlement agreement is an excellent way to resolve workplace disputes without hassles. Both parties gain from the contract if they take the proper steps. But you may get much more than a financial settlement if you play your cards right.
So, keep your options open until you conclude the discussions. Also, ensure you find the right settlement agreement solicitors to represent you.