The explanatory memorandum consists of providing sufficient information to a staff member to enable the employee to make an informed decision as to whether or not to sign a waiver agreement. Typically, an „exit incentive program” is a voluntary program in which an employer offers two or more employees, for example. B of the elderly or in certain organizational units or in certain employment functions, further reflection to convince them to voluntarily terminate and sign a declaration of renunciation. An „other termination program” generally refers to a program in which two or more employees are involuntarily terminated and additional consideration is offered in return for their decision to sign a waiver statement.  The authorization of claims under the OWBPA must be „knowingly and voluntary” to be enforceable. The OWBPA lists seven factors that must be met for the waiver of age discrimination rights for employees over the age of 40 to be considered „knowingly and voluntarily.” A valid exemption from claims must be:  See .B. Morrison v. Circuit City Stores, 317 F.3d 646 (6th Cir. 2003) („To verify whether a waiver of potential claims was valid, we apply the principles of ordinary contract”); Warnebold v. Union Pac. R.R., 963 F.2d 222 (8th Cir. 1992) (Tribunal applied „ordinary treaty principles” to determine whether there is a voluntary and scientific waiver of rights). An agreement may be signed before the end of the 21 (or 45) day period, provided that the worker`s decision is known and voluntary and not by the employer through fraud, misrepresentation, threat to withdraw or modify the offer before the end of the 21 or 45 day period, or by offering other conditions to employees, who sign the authorization before the end of this period. 29 C.F.R. 1625.22 (e) (6). In determining whether a worker has knowingly and voluntarily waived his or her rights to discrimination, some courts rely on traditional treaty principles and focus primarily on whether the language is clear in the declaration of renunciation.  However, most courts look beyond the language of the contract and consider all relevant factors – or all the circumstances – in determining whether the worker knowingly and voluntarily waived the right of recourse.  These jurisdictions take into account the following circumstances and conditions under which the waiver was signed: see Appendix B for an example of an agreement issued to staff dismissed or dismissed in accordance with a group exit incentive program.  State law generally regulates issues relating to the proper design of a severance pay agreement and the validity of waiver statements. For example, under the Minnesota Age Discrimination Act, permission must be given to the employee fifteen days after signing the agreement to change his or her mind and revoke the employee`s signature. 1998) (for legal and regulatory reasons, an employer has only one chance to meet OWBPA requirements and cannot „cure” incorrect declassification by issuing a letter to employees containing the information required by OWBPA and that has been omitted from their separation agreements and asking them to either „confirm” their acceptance, or to „revoke” their authorization. .