Northwestern Industries, Inc

PTO payout timing

Ask: When exactly will accrued PTO be paid — with the final cheque, or on a later cycle?

Whether PTO is paid is a separate question from how long it takes.

Coverage gap before COBRA

Ask: On what date does COBRA coverage begin, and is there a gap after your last day?

COBRA is retroactive once elected, but a gap can still leave bills unpaid in the meantime.

References in practice

Ask: Who will handle reference checks, and what will they confirm?

A stated reference policy and what happens when someone actually calls are not always the same thing.

Stated reason vs. reported understanding

Ask: What reason will be recorded for the separation, and will it be given consistently?

Reported perception only, not a finding about the company. Shown once at least 10 reports have answered.

COBRA / health continuation

Ask: Will the company cover any portion of COBRA premiums after your last day?

Employer-paid COBRA can cover $600–$900/mo for individual coverage.

Outplacement support

Ask: Is career coaching, a job placement service, or an outplacement stipend included?

Outplacement is often negotiable even when not initially offered.

Equity vesting

Ask: Will unvested equity be accelerated, or will the exercise window be extended?

Unvested equity forfeits automatically without a specific agreement.

Bonus treatment

Ask: Will you receive a prorated or full bonus for the period worked?

Bonus treatment is rarely automatic — it requires explicit agreement.

PTO payout

Ask: Will accrued but unused PTO be paid out, and is it on top of or rolled into severance?

Some states require PTO payout by law — check your state before signing.

Relocation bonus clawback

Ask: If you received a relocation bonus, will the company waive repayment given the early departure?

Relocation clawback clauses are often negotiable, especially in involuntary separations.

NDA / non-disparagement

Ask: Is a non-disclosure or non-disparagement clause required to receive severance?

You have 21 days to consider (45 for group layoffs) and 7 days to revoke after signing under the OWBPA.

Review window before signing

Ask: How many days do you have to review the agreement before signing?

Employees 40 or older are legally entitled to at least 21 days to consider an agreement (45 for group layoffs) under the OWBPA.

Revocation period after signing

Ask: After signing, do you have a window to change your mind and revoke the agreement?

A 7-day revocation window after signing is standard under the OWBPA and separate from the review period beforehand.

Transition time

Ask (past employees): were people escorted out immediately, or given time to wrap up and say goodbye?

Immediate escort-out is standard for security-sensitive roles but is often unnecessary for routine layoffs.

Unemployment claims

Ask (or check with your state unemployment office): has this company contested unemployment claims from past layoffs?

Contesting a former employee’s unemployment claim is legal but often seen as a bad-faith signal — most companies do not contest routine layoffs.