We Are Ohio and Florida Employee Advocates
and We Protect Your Next Move and Rights

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Planned exit without unnecessary conflict.

Leaving a job shouldn’t feel like stepping into a trap. But when you’re facing a severance package, a non-compete, threats about “trade secrets,” or pressure to resign quietly, it’s easy to make one mistake that costs you money or your next opportunity.

Reel Legal Counsel’s Employee Exit Strategy Representation for Ohio and Florida employees is designed to help you leave smart, leave protected, and leave with opportunity. Whether you’re planning a resignation, navigating a layoff, or preparing to accept a competing offer, Reel Legal Counsel builds the roadmap so your transition is controlled, defensible, and aligned with your goals.

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What we handle as part of an exit strategy

Exit strategy representation is tailored to your situation, but it commonly includes:

  • Contract and risk review: Restrictive covenants, IP/Invention Assignments, Equity Agreements, and other employer policies.

  • A clean exit plan: We design a practical plan for timing and resignation messaging., device and data hygiene (what to return, what to preserve, what to avoid), customer and coworker communication boundaries, public announcement strategies, documentation to protect you if accusations arise later on.

  • Severance and separation negotiation: If severance is on the table, we negotiate. better pay and benefits, reference and employment verification language, mutual non-disparagement, narrower releases, and the removal or narrowing of restrictive covenants and “no rehire” terms.

  • Employer counsel communications: If the employer starts probing or posturing, we take over communications, prevent admissions and unforced errors, push back against overreach, negotiate workable boundaries or standstills when appropriate

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Why Proactive Exit Strategy Matters

What drives enforcement actions is rarely the resignation or departure alone. It’s the circumstances and conduct surrounding that departure. Planning your exit proactively helps avoid:

  • unclear messaging

  • avoidable data issues

  • sloppy timelines

  • unnecessary disclosures

  • reactive arguments in writing

What To Do Before You Resign

If you’re planning to leave, start here:

  • Do not forward company materials to personal accounts

  • Do not delete files or wipe devices

  • Do not announce where you’re going until you understand your restrictions

  • Do gather your agreements, offer letter, and any policy acknowledgements

  • Do keep communications calm and minimal

  • Do get counsel before your employer controls the narrative

Who is employee exit strategy representation for?

This service is a good fit if:

  • You’re considering resigning and want to do it cleanly and strategically

  • You’re moving to a competitor or starting your own business

  • You signed a non-compete, non-solicit, or confidentiality agreement

  • You’re being pressured to resign, accept a demotion, or “agree to part ways”

  • You were offered severance and you want better money and better terms

  • You’re worried your employer will retaliate or try to block your next job

  • Your role involves customers, pricing, strategy, or proprietary information

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Not Sure Where To Start? Browse These FAQs

  • Before. The best leverage and lowest risk come from planning your move ahead of time. Once you resign or announce your next job, your employer’s options narrow.

  • Whether you can move directly to a competitor depends on the agreements you signed, your role and access to sensitive information, and how the restriction is written and applied.

    We review your documents, assess real-world risk, and build a clear exit strategy, so you can move into the next chapter with eyes wide open.

  • A non-compete is just one of the methods employers deploy to upend your next opportunity. Others include, confidentiality, IP and invention assignments, as well as claims of “trade secret misappropriation”.

    It’s important to speak with counsel prior to parting ways with your employer to determine your rights and options.

  • Treat this as a compliance issue, not a convenience issue. Don’t forward materials to your personal email, don’t download “just in case,” and don’t delete anything to “clean up.” We help you put a clean protocol in place—what to return, what to preserve, and how to document a responsible transition.

  • Often this is a good approach. The goal is to reduce risk, not create panic. In many situations a new employer can adjust duties, territory, accounts, start date, or reporting structure to lower exposure.

  • That’s common, but it becomes manageable when you’re prepared. By working with us early on, we can step in to control communications, and push back against overreach before it escalates.

Contact Us

For a free case evaluation, please provide your contact information and brief explanation of your matter. Someone from our team will reach out to you to schedule your evaluation call.