- 4 - system and was hired as Superintendent of Schools commencing on August 1, 1994. Mr. Clinton was of the opinion that United had valid reasons to terminate petitioner's employment. United had a policy of paying severance amounts when an employment was terminated that typically were determined by the weekly salary multiplied by "some number of weeks." It also had a practice of obtaining releases from employees whose employment was terminated. Initially, United's proposed severance payment was for 6 or 8 weeks. After discussions with petitioner, her attorney, Guy Jackson (Mr. Jackson), and United's in-house counsel, the weekly component of the severance pay was increased to 12 weeks. In deciding the amount of severance pay, Mr. Clinton specifically did not intend to compensate petitioner for any personal injury. Petitioner did not state to Mr. Clinton any claims she felt she may have had. He never heard that there was a claim for personal injury from "psychological, mental and emotional distress". At the outset of her difficulties at United, petitioner had contacted Mr. Jackson. Mr. Jackson considered possible tort claims of unjust dismissal and wrongful discharge and claims based on negligent infliction of emotional distress. He also would have considered an age discrimination claim. Mr. Jackson had discussions with United's in-house counsel concerning petitioner's potential claims. The release was drafted by United, and United did not want the tort claims of unjustPage: Previous 1 2 3 4 5 6 7 Next
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