New York Executive Compensation Lawyer: Contract Claims and Settlements

A guaranteed bonus tied to completed personal services may qualify as wages. A discretionary award based on company performance may receive different treatment. The payment’s terms and connection to the executive’s work matter more than its label.

An executive employment agreement may make severance conditional on a qualifying termination or an effective release. Equity can follow separate award documents.

An unvested award or target bonus should not enter a demand as an unconditional debt without supporting terms.

“Cause” and “Good Reason” depend on their contractual definitions. Alleged misconduct does not automatically establish Cause, and an unwanted role change does not automatically establish Good Reason.

Check requirements for written notice, an opportunity to cure, and timely resignation. Preserve termination letters, compensation notices, and correspondence showing when each event occurred.

Certain employment-contract damages account for replacement earnings and reasonable efforts to find other work. Contractual severance requires separate analysis, including any express mitigation or offset provisions.

Equity claims require attention to vesting, exercise price, valuation date, and transfer restrictions. The same unpaid benefit cannot be recovered twice under different claim labels.

Under New York Labor Law §198, qualifying unpaid-wage claims can support reasonable attorney’s fees, prejudgment interest, and liquidated damages generally equal to the unpaid wages, subject to the statutory good-faith defense.

These remedies do not automatically apply to disputed severance or equity. Ordinary contract recovery addresses established contractual losses; punitive damages generally are unavailable for an ordinary breach.

Labor Law §198-c covers benefits and wage supplements, including separation pay, but excludes certain bona fide executive, administrative, or professional employees earning more than $1,300 weekly.

That specific exclusion does not remove every wage protection or defeat an otherwise valid contract claim. The payment and the provision supporting recovery must be evaluated separately.

Signed amendments, approval records, performance calculations, and contemporaneous payment explanations can support either side’s position. Preserve records lawfully held; unauthorized access or removal of confidential files can create further disputes.

Separate undisputed compensation from additional settlement consideration. Then address:

• Payment: Amounts, due dates, installments, and consequences of default.
• Restrictions: Permitted future work, customer limitations, and benefit-forfeiture conditions.
• Release: Claims covered, parties released, and rights preserved for enforcement.

The scope of non-compete agreements can affect an exit package’s practical value. Narrowing a restriction may matter as much as increasing the cash payment.

A direct competition prohibition and a benefit conditioned on noncompetition can receive different treatment. Under the applicable employee-choice doctrine, voluntary departure may affect forfeiture analysis; involuntary termination without cause changes the assessment. Neither arrangement should be treated as automatically enforceable or invalid.

Not every severance payment or equity award falls within §409A. Begin with the arrangement’s terms and available exemptions.

For covered compensation, certain document or operational failures can trigger accelerated income inclusion, an additional 20% federal income tax, and an interest-based charge. These are tax consequences, not damages automatically owed by the employer.

Before replacing a payment schedule, review changes to payment events, acceleration, deferral, release conditions, and installments. Contract and tax advisers should assess the proposal together.

The final agreement should connect each payment to its legal basis, specify when it becomes due, and make clear which obligations continue after signing.