CONGRATULATIONS! You received a job offer, but you are not done yet. Employers structure offer letters in their favor. It is important to review, consider and strategize potentially negotiating your offer letter before you cement the employment relationship.
The Maura Greene Law Group helps clients review and negotiate their offer letter. We can help you negotiate a favorable and balanced offer letter.
Enhancing Your Job Offer
You have the most leverage before (this sounds obvious) you accept an offer employment, so don’t rush to accept . The current economic environment, an increasing ability of employees to work remotely and the high demand for labor, has increased the bargaining power of employees.
What To Negotiate?
There is no “one size fits all” in negotiating your offer letter. Here are a few topics we help clients negotiate:
- Base Salary
- Bonus, Commission, Equity and other Incentive Based Compensation
- Professional Development and Childcare Reimbursement
- Benefits – vacation time, health insurance, phone allowance, car allowance, educational support and other benefits
- Onsite, Remote or Hybrid Work Schedule
- Reporting Structure, Schedule and Hours
- Title, Duties and Responsibilities
- Leaving For “Good Reason” and Severance
- Non-Compete, Non-Solicitation And Other Restrictive Covenants
- Ability to Engage in Side Work
Start Your Job On The Right Foot
It is challenging, delicate and sensitive to negotiate your offer letter. You only get one opportunity to start a job and negotiate your offer letter. The terms of your offer letter can set the tone and trajectory of your career with your employer.
Bottom Line: Take control of your career and negotiate a favorable job offer. Work with an attorney to negotiate a strong job offer. Contact us online or call 617-936-1580 today.
The Not So Fine Print:
We see patterns in our practice, like the ones described above. However, every case has its own unique facts, so before you take any action, you should contact an employment lawyer and get advice on your own situation. We can’t provide legal advice here and this isn’t intended as legal advice. Keep in mind that it is best, if possible, to establish a relationship with an attorney before a workplace issue turns into a full-blown crisis. Employees who have received a verbal or written warning or performance improvement plan, should contact counsel now. Ditto for employees who are seeing their doctor for workplace related stress or anxiety.