Suggestions
Dan Goodman
🥊Employee Advocate 🔄 Counter to Human Resources 💰 Commission Finder 🔎 Founder/CEO 🔥 Entrepreneur🏌♂️ 🏖. I consult on severance, PIPs, employment matters and more.
Dan Goodman is the Founder and CEO of Dan Goodman Employment Advisory (DGEA), a company he launched in February 2023.1 With over 30 years of experience in corporate America, Dan has dedicated his career to advocating for employees and helping them navigate workplace challenges.12
Dan's professional background includes:
- Senior positions in cybersecurity, enterprise software, and executive consulting1
- Founder of TruCommish in 2019, a service for salespeople to audit their commissions1
- Executive Vice President of Business Development and Strategy at Acuity Link from 2017 to 20194
- Principal at Compensation Consulting from 2002 to 20174
Through DGEA, Dan has successfully assisted over 1,800 people during critical interactions with their employers.2 The company focuses on empowering employees to advocate for themselves, particularly in areas such as severance negotiations, false Performance Improvement Plans (PIPs), and toxic workplace environments.13
Dan holds an MBA in Entrepreneurial Studies from Babson College and a BBA in Finance from the University of Massachusetts at Amherst.14 He has been married for 32 years and has three children.1
Highlights
Did you know that you can disparage your employer even after you sign a severance. No one can stop you from speaking of your truthful experience.
After reviewing more than 500 severance agreements, I finally came across a severance agreement that followed the NLRB ruling from Feb 2023 regarding non-disparagement.
One that actually spells out what the employee can do rather than stating that they can't disparage and referencing a section to the ruling and leaving it up to the employee to interpret. It's only been 18 months since the ruling.
The NLRB ruled that non-disparagement restrictions were not allowed in severance offers. That severance buys your right to sue and all claims you could ever have against your employer. Past, present, and future. Known and unknown.
Many think that severance is intended to buy your silence. Not anymore. With this new ruling, it is in the best interest of the employer to treat their employees fair and reasonably and to make them advocates and not adversaries.
Here is a summary according to the severance agreement what the employee can and can't do.
It states that you can’t: ❌ make any false statements ❌ reckless or maliciously untrue statements ❌ lie or make untrue statements
Statements like this would be considered defamation, which is illegal, not disparagement, which is not.
With the NRLB ruling employees can share information about: ✅ wages ✅ hours ✅ working conditions ✅ harassment ✅ discrimination ✅ unlawful acts ✅ or any other acts you BELIEVE is unlawful
Below is the actual language from the severance agreement.
"Non-disparagement. You agree to not make any false, reckless or maliciously untrue statements, orally or in writing (including by electronic transmission or publication on the Internet) about the Company and its employees, business, operations, and services to any third party.
This Agreement does not prevent you from engaging in conduct protected by Section 7 of the National Labor Relations Act, including discussions about wages, hours, or working conditions, nor does it prevent you from discussing or disclosing information about unlawful acts in the workplace, such as harassment, discrimination or any other conduct that you have reason to believe is unlawful."
You can still sign a severance and speak your truthful experience. Employers should treat employees better, so they have nothing to share and can reflect positively on their experience. Better to make them advocates than adversaries.
Nothing more powerful than word-of-mouth referrals from former employees. Both good and bad.
I am all about capitalism and detest socialism but....
There should be a federal law requiring all employers who terminate employees to cover health insurance through the current month and for the following month.
Leaving employees high and dry and on the cusp of financial ruin goes against decency and humanity. Health is a basic human need and should never be compromised because of a loss of a job.
Employees should never be blindsided with terminations and have their healthcare end immediately. Employees lives should not be uprooted with the loss of a job and health care coverage at the same time.
It's bad enough to blindside a loyal employee with an undeserved termination, to then rip their health care away effective immediately or soon thereafter is just plain cruel and unnecessary.
If you can't afford to or don't know how to treat employees right, than you don't deserve to have them. We are talking about people not things.
