if your an executive there can be room to negotiate. gotchas on equity forfeiture, buyback rights, value, etc. can come up. If you were laid off from a management position but not executive, there probably isn't much room to negotiate. sometimes you can negotiate better healthcare on an exit like having the company pay COBRA premiums as opposed to simply offering coverage (which is required by law for employers of a certain size). key issues will be whether you truly have a viable claim (because you are releasing all claims), in many instances you simply don't - age, race, sex are the only ones that really come to mind - whistleblower too, but I'm not familiar with CO law, only TX. I had a client that got completely broadsided by MA employment law on a pregnancy discrim case, wow that was brutal. Ended fine, I handled the equity buyout piece, but it took two years. You aren't a pregnant woman in Massachusetts are you? In any event, checking your status and facts against CO law would be important but severance is money in hand, no lawyers, no contingent claims, no 2 year drawn out process that frankly you may not even have as an option. non-solicitation and non-competes can be important too, a lawyer can help review that and explain. compliance is the last piece, return of property, large companies have processes for exiting that you have to follow or you could lose your benefits. non-disparagement is usually a thing too - that's momma's rule - if you don't have anything nice to say, don't say anything at all. truth is not a defense to non-disparagement clauses.
I think that pretty much covers the areas I would discuss on a Texas case in the first 30 mins. I'd spend the second half of an hour call diving into the equity issues. and frankly if it's not an executive exit, I wouldn't really take the matter, not sure I could do much to help.
oh and...