What is the contingency fee at The Justice Advocate?

Our contingency fee is 25% for clear liability personal injury cases, compared to the industry standard of 33-40%. This means on a $100,000 settlement, you keep $75,000 instead of $60,000-$67,000.

What is contributory negligence in Virginia?

Virginia follows the pure contributory negligence doctrine, meaning if you are found even 1% at fault for your accident, you can be completely barred from recovery. This is one of the strictest standards in the country and makes your choice of attorney critical.

How long do I have to file a personal injury claim in Virginia?

In Virginia, the statute of limitations for personal injury claims is 2 years from the date of injury under Va. Code § 8.01-243. In Maryland, it is 3 years under Md. Code, Cts. & Jud. Proc. § 5-101.

Executive Severance Negotiation Attorney

If your employer has offered you a severance package, do not sign it without independent legal review. Attorney Jehad Ali, with 14+ years of legal experience including leadership of EEO programs at a cabinet-level federal agency, reviews and negotiates executive severance agreements for terminated executives, RIF'd federal employees, and senior professionals nationwide. The first offer is almost never the best offer — and what you agree to waive may be worth far more than what you're being offered.

What We Review

General release of claims — what you're giving up

ADEA/OWBPA compliance (age discrimination protections)

Non-compete and non-solicitation restrictions

Non-disparagement and confidentiality clauses

COBRA and benefits continuation

Stock options, RSUs, and equity acceleration

Cooperation clauses and litigation holds

Reference and rehire eligibility provisions

ADEA and OWBPA: Your Time to Review

If you are 40 years of age or older, the Older Workers Benefit Protection Act (OWBPA) requires your employer to provide specific protections before you can waive age discrimination claims under the Age Discrimination in Employment Act (ADEA). These requirements are codified at 29 U.S.C. § 626(f) and include:

21 daysto consider the agreement (individual termination)

45 daysto consider the agreement (group layoff / RIF)

7 daysto revoke the agreement after signing

If your employer's severance agreement does not comply with these requirements, the ADEA waiver may be invalid — meaning you retain the right to pursue age discrimination claims even after signing.

Who We Represent

C-Suite & VP-Level Executives

CEOs, CFOs, COOs, VPs, and senior directors negotiating exit packages.

Federal Employees

GS/SES employees facing RIF, forced retirement, or separation agreements.

Government Contractors

Senior professionals at defense and technology contractors in Northern Virginia.

Senior Professionals

Attorneys, physicians, engineers, and other licensed professionals.

Frequently Asked Questions

Should I sign a severance agreement without legal review?

No. Severance agreements typically include a general release of all legal claims against your employer. Once signed, you waive your right to pursue claims for discrimination, retaliation, unpaid compensation, and other violations. An attorney can identify claims you may not realize you have.

How long do I have to review a severance agreement?

Under the Older Workers Benefit Protection Act (OWBPA), if you are 40 or older, you must be given at least 21 days to consider the agreement (45 days if part of a group layoff) and 7 days to revoke after signing. See 29 U.S.C. § 626(f).

Can a severance agreement be negotiated?

Yes. The initial offer is almost always negotiable. Common improvements include higher severance pay, extended benefits, removal or narrowing of non-compete clauses, favorable reference language, and accelerated equity vesting.

What does executive severance negotiation cost?

We offer flexible and transparent fee arrangements for severance negotiations. The cost depends on the complexity of the agreement and the negotiation involved. Contact us for a specific quote.

Do you represent federal employees in severance negotiations?

Yes. We represent RIF'd federal employees, SES members, and senior federal professionals in separation agreement negotiations, including those involving security clearance implications.