When a transaction agreement is negotiated and the worker also makes a claim by the courts, the staff advisor should ensure that the claim for compensation is expressly excluded from the transaction contract by including a clause expressly stating that the right is excluded from the scope of the challenge of those rights. However, if the parties are able to settle the claim through negotiations during conciliation negotiations, this plan may be included in the terms of the transaction agreement. This should be done by adding a clause defining the terms of settlement to the settlement agreement and adding to the settlement agreement a draft compliant notice decision used to conclude the legal proceedings in the infringement action. Latent rights to personal injury should always be excluded from the list of rights that are threatened by the transaction contract, and they are generally excluded by the addition of a clause including accumulated pension rights and the right to apply the agreement as equally excluded positions. While employers generally accept the exclusion of deferred personal injury from the waiver declaration, it is common practice for a guarantee to be included in the agreement in which the worker confirms that he knows nothing of what would lead to such a right. If you have been abused at work and want to go, your goal is to negotiate a valid transaction contract, including fair financial compensation for your abuse. For example, you informed colleagues of your negotiations before seeing the confidentiality clause and they understood that you had to keep the existence of the agreement confidential. If you sign a clause that you have already violated (or if you violate the clause after signing) and your employer finds out, they may argue that they no longer need to respect their side of the bargain. You can refuse to pay compensation or even try to recover money they have already paid you. Is that really all I need to know about agreements? To the point where a transaction contract is proposed, the employer has generally decided to dismiss the worker or settle a claim to terminate a worker. In short, the employer offers the employee a sum of money in order to give up all the rights he may have against the employer.