Intake Brief
Intake Brief: Over 40 and Offered Severance The 21-Day, 45-Day and 7-Day Rules
A labor and employment intake brief focused on intake, evidence, claim routing, and issue review for "Over 40 and Offered Severance? The 21-Day, 45-Day and 7-Day Rules".
At a glance
Intake Brief: Over 40 and Offered Severance The 21-Day, 45-Day and 7-Day Rules: intake map
Three topics to organize before an employment-law case review.
Triage Focus
Use this brief for protected activity, leave, accommodations, investigations, unsafe conditions, retaliation, and employee-status questions.
Intake Questions to Ask
Ask what right the worker exercised, when the employer learned about it, what changed afterward, whether the worker is still employed, and whether any agency or internal deadline i
Evidence to Request
Request HR complaints, leave requests, accommodation paperwork, policy documents, schedules, discipline, investigation notices, pay records, and communications with management.
Triage Focus
Use this brief for protected activity, leave, accommodations, investigations, unsafe conditions, retaliation, and employee-status questions. The employee-facing source topic centers on the core rule: time to think and time to change your mind. Keep the analysis tied to workplace claims, protected rights, employer conduct, deadlines, and provable damages rather than general document drafting or deal advice.
Intake Questions to Ask
Ask what right the worker exercised, when the employer learned about it, what changed afterward, whether the worker is still employed, and whether any agency or internal deadline is pending.
Evidence to Request
Request HR complaints, leave requests, accommodation paperwork, policy documents, schedules, discipline, investigation notices, pay records, and communications with management.
Blog-Specific Signals
Key employee-facing signals to translate into intake review: A waiver of age claims must give you at least 21 days to consider it, or 45 days in a group layoff or exit program; You get 7 days after signing to change your mind, and the deal does not take effect until that period ends; In a group program the employer must disclose job titles and ages of who was and was not selected. Confirm which of these facts are supported by documents and which still need witness or agency corroboration.
Routing Notes
Route based on the underlying right involved: FMLA, ADA, retaliation, whistleblower, OSHA, employee classification, or state-law protection. Use this resource for employment-claims intake, litigation screening, agency-preservation analysis, and dispute evaluation.
Primary Sources
These official sources support the employee-facing topic behind this intake brief. They do not determine the facts, coverage, deadlines, or law for a specific matter.
- EEOC: Waivers of Discrimination Claims in Employee Severance AgreementsAccessed November 12, 2026
- 29 U.S.C. 626(f): Waiver under the Age Discrimination in Employment ActAccessed November 12, 2026
- 29 CFR 1625.22: Waivers of rights and claims under the ADEAAccessed November 12, 2026
Intake Note
These briefs are operational resources for labor and employment intake. They are designed to help teams collect the right facts before matter evaluation.