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CFO Severance Agreement must haves

My CEO and I have "mutually agreed" to part ways with a small severance package and typical terms, drawn up by our HR. Is there any language as a CFO that I should be on the watch for or more importantly language that I should focus on getting added? For instance, I'm wondering about year end audit which will take place after I leave. I don't have any reason to worry but what can I do to protect myself? Any suggestions or advice would be appreciated. And of course, I'll get a lawyer, too.

Answers

Topic Expert
Wayne Spivak
Title: President & CFO
Company: SBAConsulting.com
LinkedIn Profile
(President & CFO, SBAConsulting.com) |

Make sure you are covered for all actions under your D&O policy as well as maybe getting a general release.

I would get a mutual non-disparagement clause and put in exact language to be used for reference purposes.

EMERSON GALFO
Title: CFO
Company: C-Suite Services
LinkedIn Profile
(CFO, C-Suite Services) |

Just a comment and not exactly an answer to your question....

Severance packages and provisions are best agreed upon on the date of hire. If you wait till you terminate the relationship, you no longer have leverage and the provisions will more often be indicative of the status of the relationship at the end.

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