Topics to bring up during negotiationHeya, I'm currently in the midst of a significant promotion within my company (from a clerical to a managerial position). Unofficially, I have had talks regarding my future salary - they offered what was essentially the target number I'd find acceptable and I therefore decided not to push my luck by negotiating when in reality, the new title and responsibility is priceless. That said, I'm curious what other "fringey" things I should address during the official offer meeting. Here's the unofficial list I have compiled; I'd appreciate your opinions about anything I should include and/or omit. 1. Hourly vs Salaried. I'm currently hourly, and therefore eligible for overtime. They've implied that they believe the new job will be salaried. I'm currently making approximately 10% of my base salary in overtime, and while my new salary more than eclipses that figure, I still feel this is a significant point to raise. 2. Vacation? Ask for an additional week? I hardly use what I have now, but I know I get less than others (although this position is fairly unique within the company and I don't have "peers" I can readily compare it to). 3. Retroactive payment. I've been kind of doing both jobs for some time now and they've indicated that paying me retroactive to a few months ago is a possibility. 4. Miscellaneous "fringe." (a) Eligibility for expense reimbursement including business cards (should be a non-issue), cellphone/blackberry, and industry membership dues. (b) Eligibility for annual company bonuses. etc... Thanks in advance. If you're going from clerical to managment, shut up and take whatever they offer. To your specific points: 1. Hourly vs Salaried. If this is a management position, then it is pretty much assured you'll become salaried with no overtime (there are some rare exceptions). The loss of overtime is not important. You're getting so much more than that with the jump. 2. Vacation? Ask for an additional week? No. Vacation is based on senority. If you get more vacation in managmenet than in hourly, they'll tell you (in some companies that's the case), if not, you get what you get. 3. Retroactive payment. If they offer it, say thank you. If they don't, don't rock this boat. 4. Miscellaneous "fringe." (a) Eligibility for expense reimbursement including business cards (should be a non-issue), cellphone/blackberry, and industry membership dues. In most companies these things are based on business need. If you have a business need for business cards (most people do), you'll get them. Same on cell, etc. If you don't have a business need for a blackberry, don't ask for one. I joke all the time about how I'm the only Disaster Planner in Corporate America without a Blackberry, but I get along fine without one and don't need to have another toy on my desk for feel important. Keep in mind that if you do get a cell phone/blackberry, membership dues, that there may be limits on those. Know what the rules are and don't screw that up. I wouldn't bring any of these up in the big meeting. You can discuss these kinds of things one on one with your immediate boss after you're in the job. (b) Eligibility for annual company bonuses. etc... Not all companies offer bonuses and not all bonuses are offered to all levels. If you're eligible for something, they'll tell you. Bonuses are always maybes anyway, they're nothing to bank on no matter what they tell you. You might ask if the new position is eligible for any bonuses but that's as far as I'd go.
Tess Based on what you wrote, this sounds like this is a fabulous opportunity. Essentially, I agree with Tess, I would not rock this boat by asking for marginally important things that probably will be resolved by themselves. 1. If your new salary eclipses what you were making with overtime included, don't bring it up. The chance to move into management doesn't come along very often, so I wouldn't even mention it. More money, more flexibility, moving to management - all those things more than make up for any loss of overtime. 2. Don't ask. I'll bet there's a company policy already in place that outlines how much vacation people earn. It will be what it will be. 3. It it's offered, gratefully accept it. But keep in mind that your performance has earned you this opportunity, it could sound petty to push for retroactive pay. You need to start thinking like a manager, not an hourly worker. You invested the extra time and effort for this opportunity, don't screw it up by making them have second thoughts about where you are intellectually - hourly worker or management material - start thinking strategically for the long term. 4. That's piddly stuff, they'll provide what they provide. You really shouldn't be thinking in terms of nickels and dimes during this meeting, but in terms of the long-term opportunity. If you're eligible for a bonus program, they'll tell you, but I wouldn't bring it up. At most, I think you can politely ask if someone can run over what's contained in their benefit package generally. As you put it, this is a significant promotion. Don't make them wonder if you're the right person for the job by bringing up issues that are incidental to the significance of this opportunity! Paul W. Barada The Negotiation Expert | |
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