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What they don’t teach you in job seeker school S01E05
By Nicholas Storm
It's a great day. In many parts of the world while King Winter is in full action offering temperatures at sub-zero degrees you are on your way home. Contract is in the bag. Monday next you start as an ABC and XYZ. You are in a jolly good mood, can't wait to tell your spouse and the kids that your hard labor the past 5 months have finally paid off. You got a job. Better yet, one that you actually wanted. All good an dandy until your spouse asks you about the termination clause and if any severance is built in. Party pooper! But he/she is right! If you have just gotten a job and no employment contract, don't bother reading the rest of this! But if you do face signing a contract in the nearer future, listen up. Most of the time when you are into the final rounds of job detail negotiations and you are almost there, ready to sign on the dotted line, you don't bother much about termination, severance, notice periods etc. etc. etc. It seems so unreal. You are to start in a new job for Pete's sake! Why bother thinking of how it ends WHEN it does! The thing is that most jobs we hold ends eventually - and I'm NOT thinking about retirement. It's very likely that a few times in your life you will be laid off and other times you will resign. So it is likely to expect that the document you are about to sign for a job you are going to take on, will be pulled out again one day, for deployment, when you are no longer to keep that job! Therefore, it is relevant to think of and pay attention to the "what if's" My recommendation as follows: 1. Before the interview, check the local employment law on key employment terms including notice periods, compensation/severance, grounds for dismissal etc. 2. When you receive your first contract draft proposal, never agree to and sign on the spot. If it's passed in person, take it home and promise to revert in 2-3 days. If it's by email, pass thanks and promise to revert in 2-3 days. Read everything - also the non-relevant parts like mentioned in 1). 3. If the contract does not mention anything about 1), ask why? The topic is basic and really ought to be part and puzzle of any standard employment contact, but sometimes employers down play it. 4. In negotiation, ask for the "parting terms" to included as stipulated by law. This is both reasonable and expected. Do not shoot for the moon and don't expect a golden handshake clause. The time of the big GH is literally gone (or so I thought until I read a few news clippings recently). Bottom line - don't expect a big GH unless of course you are being head hunted and the position you are to fill is significant - e.g. CEO, COO, CFO, President etc. 5. If that is the position level you are in play for and discuss well then my recommendation is obvious - get legal review of the offered employment contract. You are in your rights to ask for this even if it means a few days delay. 6. 5) can also apply for mid-level positions but you need to weigh in the value vis a vis the cost of legal advice. I always go for it and have found that the few thousand $$ you usually have to fork out is worth every penny. At the end of the day you can apply whichever process you see fit as long as you make sure to at least address the topic of "termination" and the consequences of this, especially the economic ones. It's your livelihood - and that of your dependants too! Have a frightfully great day. Nicholas
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 | | frederick supported this intel. Feb 5, 2012 |  | | Bruce Clement recommended this intel. Feb 5, 2012 |  | | Dirk Bansch appreciated this intel. Feb 5, 2012 |  | | R Foreman appreciated this intel. Feb 5, 2012 |  | | noline liked this intel. Feb 5, 2012 |  | | TDP liked this intel. Feb 5, 2012 |
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