Chrysler LLC Employees:

Chrysler has announced it will reduce its workforce by over 2,000 salaried and contract employees. If you are affected, or believe you might be, you should seek legal advice immediately. In exchange for severance pay you will be asked to sign a release of all claims against the company. If you are age 40 or older, you must be given 45 days to consider the release, be told you may seek legal advice, and be provided a written list of the job titles and ages of those selected and not selected for termination. Unfortunately, many employees do not consult with an attorney before signing a release and do not know what rights they are giving up.

You should not sign the agreement until you have sought the advice of a law firm that specializes in employment law, has extensive experience with Chrysler, and is familiar with its employment policies and practices. Those of you who are retirement eligible should realize that your retirement benefits could be affected by your decision. Understand that the health care benefit you receive as a retiree may be subject to change...even if you choose to retire now and accept the package.

Before you sign the agreement the law firm of Huizenga & Hergt, P.C. will review the circumstances of the reduction in force and your employment history to determine whether you have a potential case. We will advise you of all legal issues so you can make an informed decision to accept or decline the severance package.

The earlier you begin the process of exploring your options, the easier it will be for us to advise you and the less stress you will have when confronted with the decision of whether to accept the severance package. Please be assured that all consultations are confidential. By talking to us you will not risk your position or status with the company regardless of whether you are affected by the reduction in force.

Here are some of the things you should try to do to prepare yourself:

     1) Retain copies of performance evaluations for the last 5 years as well as any other performance related documentation. If you don't have this information, you can ask to see your personnel file and have copies made.

     2) Get an organization chart depicting your department and the positions in it. Charts showing the organization before and after a reduction in the workforce can be very helpful. A phone listing may also serve this purpose.

     3) Retain copies of any policy describing the method of selection and criteria used to determine who will be reduced from the workforce. This information may be found in an employee manual or separate personnel policy memo.

You may not be able to get all of this information. Whatever you can get will be helpful in evaluating your case.