Employment Contract Negotiations
Employers will attempt to hire a new employee at the
least cost to the company. Every new employment relationship has
the potential to be improved through thoughtful and and carefully
planned negotiations strategy. The worst thing that can result
is that you are telling your new employer that you regard employment
as a "business" relationship, you regard your skills as valuable and
that you will take actions as an employee that you will look to
leverage the best business outcome as an employee.
The ability to negotiate
successfully depends on a number of factors that include:
-
The unique value and
availability of your talents in the job market;
-
The level of need and value your
talents will bring to the specific employer;
-
Who was the initiator of the
employment relationship (e.g. being contacted by a recruiter or
the company yields more negotiation leverage than if the
individual was an applicant for a job)
-
The value of the employee's
talents and skills will bring to the employer (e.g. a person who
will bring millions of dollars in value to a company will have
greater negotiations leverage than a new hire who will deliver
less value)
-
The employee's ability to
protect the company from significant loss or harm)
The elements of the new employment
relationship that should be considered as items to negotiation
include:
-
Compensation
-
Benefits
-
Vacation
-
Bonuses
-
Pensions and/or 401k
-
Performance incentives
-
Relationship termination
-
Ownership of intellectual
property
-
Expenses
Each employment negotiations
opportunity is unique. Career Problem Solving Service will
provide advice regarding the development of an employment relationship
strategy, the implementation of the negotiations process and getting
the outcome of the negotiations transformed into an employment
agreement.