When the negotiating is completed, get your agreements in print. After all, if an issue comes up later, the lady who promised you that you’ll get a new Olympic-sized swimming pool when you reached your quota may conveniently forget that she ever discussed it. Or, she may be long gone from the company by then. If your negotiated points are in writing (either a letter of agreement or an employment contract), there shouldn’t be any problem.
Agreeing to Agree
A letter of agreement is sufficient for most new hires who aren’t headed for executive or key positions. The letter should be written by the employer, and counter-signed by you.
Even though the letter seems simple and straightforward, it might warrant a quick review by an employment attorney just to make sure it protects you sufficiently.
Here’s what a letter of agreement should contain:
- The terms and conditions of employment, salary, benefits, etc.
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A clause that clarifies how an employment dispute (should one arise) will be settled (either arbitration or litigation), and who will pay the legal fees involved. It’s almost always preferable for you (the employee) to maintain the option to resolve an issue in court rather than be forced to settle through arbitration.
- A clear description of the reporting structure and your job duties. (This is especially important for those holding management level positions.)
- Any “gentlemen’s agreements” that you’ve made with the employer that aren’t in line with company policy (e.g., you will get more than the policy-allowed number of paid days off).
Be sure that your letter of agreement is signed by someone high enough in the organization to authorize your agreed-upon points, especially if any of those items go against standard company policy.
The Contract
If you’re going to be a key figure in the organization, it’s to your advantage to have everything spelled out in an employment contract. Before signing on the dotted line, hire an employment lawyer to review it. Although a few hours with an attorney isn’t cheap, imagine how much his good counsel could save you in grief and litigation fees, should an employment dispute arise down the road.
26 Job Interview Tips
21 Sample Interview Questions
Salary /Job Search Coach
Get Your Job Offer in Print
When the negotiating is completed, get your agreements in print. After all, if an issue comes up later, the lady who promised you that you’ll get a new Olympic-sized swimming pool when you reached your quota may conveniently forget that she ever discussed it. Or, she may be long gone from the company by then. If your negotiated points are in writing (either a letter of agreement or an employment contract), there shouldn’t be any problem.
Agreeing to Agree
A letter of agreement is sufficient for most new hires who aren’t headed for executive or key positions. The letter should be written by the employer, and counter-signed by you.
Even though the letter seems simple and straightforward, it might warrant a quick review by an employment attorney just to make sure it protects you sufficiently.
Here’s what a letter of agreement should contain:
Be sure that your letter of agreement is signed by someone high enough in the organization to authorize your agreed-upon points, especially if any of those items go against standard company policy.
The Contract
If you’re going to be a key figure in the organization, it’s to your advantage to have everything spelled out in an employment contract. Before signing on the dotted line, hire an employment lawyer to review it. Although a few hours with an attorney isn’t cheap, imagine how much his good counsel could save you in grief and litigation fees, should an employment dispute arise down the road.
26 Job Interview Tips
21 Sample Interview Questions
Salary /Job Search Coach