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I'm not the most experienced at this, but if you're in a scenario where both parties know you're going to be moving on, I would ask a few things: Are you going to be training any one else to do your job? If so, that needs to be factored into pay. If you don't need to document everything and bring someone else up to speed and just keep going on for six months, thats a different duty expectation. Rather, you can frame and think of it as as 'are my duties staying the same, or am I taking on more for more pay?' The other thing I'd do I ask for a letter of recommendation and hardcopies of your employee reviews up front. For, you know, your five years of hard work/good standing going forward. Are you comfortable with that amount of hours?
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Aug 21, 2020 00:10
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Happy Thread posted:I recently came up with a sort of manipulative.... trick... to get through interviews with. I tried it on my last one. To my surprise it landed me a research lab job that I knew I was under-qualified for by objective measures. Happy Thread posted:Either they'll tell you some flaw in the narrative you gave early on (that you can fix next time), or something better will happen. Dik Hz posted:Don't use that final question. It's transparent even if you are "subtle". A decent manager is going to ask about their concerns regardless if you ask that question or not. Lockback posted:Asking questions as you go is a good tip. People like to talk, and will like you if you give them chances to talk. Ok, so Happy is a little naive, but this is an extremely useful and effective tactic; however, its best function is not to manipulate, hard sell, or straighten up your narrative, it's to know when you walk out of the room whether or not you got the job. I've been using this ("What would stop you from hiring me?" final question) since 2011. For each job search (2011, 2014, 2018) in that period I had 70-75% success rate in getting offers (7-8 offers per search in 2011 and 2014, 3 in my 2017-2018 search) and this end-question gave me great accuracy in knowing when I left the site each time whether I'd be getting one or not. Sure ~20% of interviewers give you their go-to deflection, and another 30% will bullshit you, but in general, and I'd say 80% of the time for the actual hiring manger, you get authentic feedback, positive or negative. Often, if you've built a good rapport, the feedback sounds exactly how they'd describe how the interview went to their boss or co-interviewer. I do agree that if it's negative it gives you the opportunity for one more riposte, an attempt to turn the highlighted weakness into a strength or opportunity, but in my experience by that point their mind is made up. Your best strategy is probably agreement and acceptance to communicate you can reflect and that you do have self-awareness.
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Aug 21, 2020 00:57
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hot sorcery posted:I'm starting grad school full time later this month (MS in Public Health) and am negotiating a part time arrangement with my current employer (marketing consulting/brand strategy/data science). I am in New York City. I am considering quitting to focus on studying and have let them know this. They want me to stay. For context, I have been with the company five years, and it was acquired earlier this year by a large multinational company. I'm on a small team in a different country than the rest of the office and my absence would make things very difficult for my boss, for a while at least. However, it is a recession so maybe they'd be okay with dropping me to reduce costs! I won't worry so much about the title. Senior Consultant is broad enough and won't close any doors. Someone looking for a "Product Strategy Manager" isn't going to see a "Senior Consultant" title and dumpster the resume. They'll read the resume to see if the applicant's consultant work was in product strategy. Dik Hz fucked around with this message at 01:04 on Aug 21, 2020 |
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Aug 21, 2020 01:02
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This might be controversial, but if you get a real offer (not a bottom-feeding lowball) from more than about 20-25% of your interviews, it might be tempting to think of yourself as an interviewing legend but in reality you're probably just not being ambitious enough in your job search, IMO.
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Aug 21, 2020 02:48
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Re: contracting, I am by no means an expert but based on the numbers you have $100 an hour seems on the higher end, especially if you're an employee (which means payroll taxes, unemployment, etc), it's more reasonable if you're a 1099. How much of the 15 hours a week will be billable? What are you making with them now?
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Aug 21, 2020 05:37
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What do you make now in salary? If you stay on W2 you should probably just expect the same salary. If you move to 1099, assuming you're fully applied (eg 100% of your hours are a direct billable passthrough to the client), you can probably ask for about $100/hr (so therefore I would ask for $120). Our internal policy (consulting firm) is that 1099s get marked up 2x. Adjust accordingly based on your app rate, so if you have an 85% app rate you should be asking for something like $105/hr. I don't really approve of manager titles for ICs and if you came to me after and were like "I was A Manager!!" I would immediately ask you about your team. Therefore, as a part-timer without direct reports, I think you should stick to an ambitious IC type title. Titles don't matter as much as people want to think they do, anyway, I'm just mad about fake managers.
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Aug 21, 2020 11:56
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Eric the Mauve posted:This might be controversial, but if you get a real offer (not a bottom-feeding lowball) from more than about 20-25% of your interviews, it might be tempting to think of yourself as an interviewing legend but in reality you're probably just not being ambitious enough in your job search, IMO. This also depends on the field - there are some super hot fields where offers abound.
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Aug 21, 2020 11:57
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KYOON GRIFFEY JR posted:This also depends on the field - there are some super hot fields where offers abound. it's timing and choosing your battles oil & gas 2014 vs 2015 huuge difference in market conditions starting late 2014 I agree with Eric, though, only 25% really do end up being worth anything. the rest are leverage and practice. sometimes you just don't know that going in
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Aug 21, 2020 12:28
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so i’m currently getting poached from another group. i work in corporate but this will be under a P&L for a division. they have been hinting for months now, and finally outright said it 2 days ago. is there a good way to play this to my advantage? i am fairly certain this will be a promotion with a title as well, and the division is known for paying the best within the company. read the FAQ on the first page and didn’t see anything about this - it’s not within my department, is a new title altogether and i’m certain they don’t know what my salary is.
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Aug 27, 2020 12:34
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How would someone within your company not be able to find out what your salary is?
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Aug 27, 2020 15:01
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dk2m posted:so i’m currently getting poached from another group. i work in corporate but this will be under a P&L for a division. Its going to depend on your company. You should start doing some digging and researching to try and find out what the pay range is in the new role. Are you getting a new title? Is it the same pay grade or above? These things will all matter. Ultimately, you'd want to have a well-researched idea on what the band is and make sure you know what you're talking about. The biggest hurdle on these kinda of things is actually just STARTING a negotiation, most of the time you're just told what your salary should be. My advice would be to let the new manager know ASAP you expect a conversation about new salary, but that advice might depend a lot on the company/culture. Being on the other side of this, its a bit different than hiring. Negotiation is fine but I'd sorta expect it have less back and forth than a new hire. Kind of like offer, counter, final cadence.
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Aug 27, 2020 16:33
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bamhand posted:How would someone within your company not be able to find out what your salary is? Sometimes the data is not shared between groups. Intentionally or due to disorganization.
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Aug 27, 2020 16:46
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But HR must know right? And this would go through them at some point. I guess I've never worked at a place that operated that way.
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Aug 27, 2020 16:52
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My experience with within-company promotions is mostly at lower levels, but in the case of promoting someone from within the company (even across departments/locations) I've never personally seen the company move meaningfully from the first "this is what your salary is now" number they name unless the employee has another offer in hand. They know what your current salary is, they know you're going to accept a smallish bump, they are capable of punishing you if you refuse the promotion over salary, you have no leverage. A promotion to an actual higher title is a pretty big deal so even though they probably won't budge on salary, if you don't have a better offer you still happily take it, with an eye toward performing your new duties for about 18 months and then moving up or out. Eric the Mauve fucked around with this message at 16:57 on Aug 27, 2020 |
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Aug 27, 2020 16:53
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bamhand posted:But HR must know right? And this would go through them at some point. I guess I've never worked at a place that operated that way. Yeah but a lot depends on the specifics. Maybe HR is aligned by division and they dislike each other. So, whatever official knowledge share is supposed to happen on paper really doesn't. Boss could not give a poo poo about HR and have more power, so they're going by market rate/whatever they want to pay. Usually it's like the post above: they hold all the cards but I've seen and even had myself an instance where there was not alignment and more room to negotiate.
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Aug 27, 2020 17:32
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thanks all; really good things to think about. good point regarding salary info - i know that there isn’t any sharing between this division and corporate because of the way the org is structured (completely different HR departments) but that is really just an assumption. i should probably go in assuming they can find out if they really, really wanted to. i gave them a POC of something i did “part time” that’s now generating revenue and has become part of their selling process, but i just don’t have time anymore to devote to it. i’m involved with probably 7-8 different projects at any given time so this was just a “fun” one i did to see what i could do. they’re coming after me hard, and i kind of laughed it off before but with the promise of a promotion, i’m atleast open to hear what i can get out of it. good advice as well regarding the research. i’m curious how they’ll sell the position but i guess i’m keeping my cards very close to the chest as i don’t want to commit to anything just yet. i’m just as willing to walk away if it doesn’t work out first time being poached within a company so this is totally new for me! we’ll see how it goes
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Aug 27, 2020 19:14
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So I have an opportunity to move inside my company to a different department. This role is "being tried out" and after a year they will determine if it is a net boon. I was recommend to this role by a person in the site leadership and he said there won't be a change in my salary until the end of the "try out period." The interview is on Tuesday. It seems like I have no leverage to negotiate a salary at this point, but is there anything I can lay down now so they don't try to screw me out of one come 2021? FYI I'm in R&D (but client facing) and the new role is for a technical specialist in the procurement department, so I won't have the business acumen or basic day to day operations down pat when I start but I will have a unique skill set in the department. Any thoughts? Thanks.
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Aug 30, 2020 02:42
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carnassials posted:The interview is on Tuesday. It seems like I have no leverage to negotiate a salary at this point, but is there anything I can lay down now so they don't try to screw me out of one come 2021? There's pretty much nothing you can do other than look for a new job.
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Aug 30, 2020 02:55
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Start calling the new thing the title you think it should be but otherwise not much. You could not take it.
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Aug 30, 2020 03:50
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carnassials posted:So I have an opportunity to move inside my company to a different department. This role is "being tried out" and after a year they will determine if it is a net boon. I was recommend to this role by a person in the site leadership and he said there won't be a change in my salary until the end of the "try out period." One thing I'd definitely point out to them is that you're taking a risk with them on a role that may not exist in a year. If that happened, where would that even leave you? Would you just go back to your current role? Be out of a job completely? Ignoring a raise after 12 months, that strikes me as the bigger concern. Your two levers seem to be either a) get your current department to offer a raise for you not taking the new job or b) crush the interview to the point where you're the only candidate who has a chance to being successful. It's not a raise, but you could also try negotiating a retention bonus that pays out after a year with some sort of protections if they let you go < 12 months in because the "try out" fails. Again though, to swing this you have to clearly be the person they want.
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Aug 30, 2020 04:02
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I’m going to get the results of my interview with the company tomorrow or this week. I already have a good union job so I cannot go back an argue with my project manager about that. It pays well so I don’t have to leave unless I love the offer I’m getting. So if they come to me with a lowball offer, I feel like I can ask for more and see if they’ll take it(new job). I’m guessing I can maybe do this once? I don’t think multiple rounds of this would work. Based on what I’ve read in this thread if they don’t hit my Batna I’ll ask for 10-15% more, or if they’re between batna and watna I’ll probably ask for 10% more? If they’re over the batna then maybe I won’t ask for more.  my just say yes #
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Aug 30, 2020 15:28
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Shrimpy posted:One thing I'd definitely point out to them is that you're taking a risk with them on a role that may not exist in a year. If that happened, where would that even leave you? Would you just go back to your current role? Be out of a job completely? Ignoring a raise after 12 months, that strikes me as the bigger concern. Everyone said if the role was deemed non-viable I'd have a spot. The whole site would have to go under for that position to no longer to exist and I'm the most advanced in my peer group in years experience and skill set. I've been assured by others that I have literally no competition for the position and I guess since it isnt truly a new job yet I dont have external competition either. I think I need to take this role regardless, because pharma R&D is a dead end for some with a BS (poo poo its not to smart for a phd either) and it should look really good on a resume. Thanks guys, it's always good to have an outside professional opinion
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Aug 31, 2020 00:44
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carnassials posted:Everyone said if the role was deemed non-viable I'd have a spot. The whole site would have to go under for that position to no longer to exist and I'm the most advanced in my peer group in years experience and skill set. You would get that spot guaranteed in writing, correct?
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Aug 31, 2020 02:32
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Lockback posted:Ok, so it's mostly call center so I might expect a little lower, and keep in mind an anchor is something that you probably won't get so don't go too low. Thanks again for this help. Had the interview (initial screen) and they did ask about my expected salary. Tried to weasel out of it and say I’d like to know totally comp first and they pushed back asking for cash comp so I went with a range somewhere around $110k which seemed to go over well. It was a quick question near the end so I didn’t get much clarification and I’m pretty new at all this. Does cash comp mean salary or salary + bonus usually? In the moment it didn’t cross my mind to clarify.
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Aug 31, 2020 02:54
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Kingnothing posted:Thanks again for this help. Had the interview (initial screen) and they did ask about my expected salary. Tried to weasel out of it and say I’d like to know totally comp first and they pushed back asking for cash comp so I went with a range somewhere around $110k which seemed to go over well. Yeah, that usually means total comp. So salary + bonus. It always gets squishy here as you should value salary more than bonus, but by how much depends on the company. 110k is a good number if you're trying to land around a 80k-90k salary plus bonus. If they try to promise huge bonuses don't let that replace a workable salary. White Chocolate posted:I’m going to get the results of my interview with the company tomorrow or this week. I already have a good union job so I cannot go back an argue with my project manager about that. It pays well so I don’t have to leave unless I love the offer I’m getting. So whatever you say is your high anchor, and you can definitely go back and forth but they should never go below their first number and you shouldn't go over yours. If this is a new job multiple back and forths is perfectly fine as long as your comfortable walking away. One thing that I think trips some people up is they get too focused on "winning" a negotiation and end up taking a job with too low of a salary just because they "won" by getting a substantial increase from the start or by walking away from an otherwise good offer because they couldn't squeeze more out of the company. If you foresee a lowball offer coming, find a salary yourself that you think is fair and that you'd be willing to jump and set that as your floor. Add 15-25% to that as a fair counter (this depends on a lot of things, if you think their pay band is strict and the industry is not one to negotiate starting a little lower can be better. In the tech industry, 25% is a better choice). That's a good starting point and if you aren't getting to your floor number just walk. There's always other jobs, especially if you have a good BATNA. Lockback fucked around with this message at 18:11 on Aug 31, 2020 |
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Aug 31, 2020 18:09
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Lockback posted:Yeah, that usually means total comp. So salary + bonus. It always gets squishy here as you should value salary more than bonus, but by how much depends on the company. 110k is a good number if you're trying to land around a 80k-90k salary plus bonus. If they try to promise huge bonuses don't let that replace a workable salary. Thanks for your wise words. I got notice today that they’re going with another candidate but this is helpful!
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Sep 1, 2020 01:04
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I'm just beginning what I feel could be either a very short, or very long, negotiating process for a job within an organization I'm currently employed. Some pertinent facts: 1) Company is a medium-sized electric utility co-op. It's almost impossible to be fired, or laid off, from this employer. Job security is unreal. 2) Current job role is a union represented position with no supervision duties, with an hourly wage that is eligible for overtime 3) Prospective job is a non-represented position with light supervision and mentoring duties, and much greater professional responsibility. It is a salaried position. 4) Both jobs are in the same department 5) I am being actively groomed by the current department manager to assume his position in the near future after a well known organizational change occurs (acquisition of another utility). This position I'm being offered is considered a stepping stone before the succession plan is enacted. Apparently this succession plan has been signed off by the COO of the co-op. I'm a well-known entity in my field within my geographic location. 6) All parties are highly aware of my current rate of pay given that it's a negotiated wage with the union 7) I'm also being paid a higher wage classification in my union position than is typical given my qualifications and my managers desire to retain me as an employee I interviewed for the non-represented job last week with my manager and his manager, and was verbally offered the position. There are no other candidates for the job. I've had verbal discussions about salary after the interview, wherein I did not name a figure. I kept things vague and let him (manager) do most of the talking. He told me how HR sets salary bands for each position grade, and generally try to assign all new hires to the midpoint based on research provided by the hiring manager. I emphasized that based on my qualifications I should be well compensated above the mid point, and he agreed and said he'd work with HR. Cue almost a week later and finally receive an offer letter. The proposed pay is not even a 1% bump from my current rate when annualized. The offer letter verbiage indicates this rate of pay is above the mid-point for this pay band "in recognition of your significant experience..." etc etc. I was also informed on the sly that this offered pay is higher than what the other person employed in this position makes; that statement is patently false as I am close friends with the other engineer and this offered salary is exactly what he makes. I will also be expected to mentor and tutor said engineer and act as the technical authority in this department. My BATNA is to tell management to pound sand and to stay within my good union classification. I'm not entirely worried about workplace reprisals from management as I'm in a strong union (IBEW). Their BATNA is to then close the door to future progression within the company. What's my play here? My first instinct is to sit down with my manager, inform his as a courtesy that this offer letter is not attractive and that I will be working with HR to have my concerns addressed. Pay-wise I'd accept 5% more than what they offered, so I suppose I should counter with something like 10% more and see what they come back with? I also think this "stepping-stone" position might be a complete waste of time and it might be better to hold fast where I'm at until the management job - which is the position the company really intends to sit me in long term - is opened up.
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Sep 4, 2020 07:42
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Anti-Hero posted:I also think this "stepping-stone" position might be a complete waste of time and it might be better to hold fast where I'm at until the management job - which is the position the company really intends to sit me in long term - is opened up. So, I'm not a huge negotiation pro and other people's advice should trump mine, BUT I have heard horror stories about being hired away from a union as an excuse to let somebody go, and I would try to make sure that you have significant consideration for giving up a lot of your protection (so security loss = pay increase), and/or negotiation to take your old position back if it doesn't work out/after at trial period. It sounds like there's not many other candidates for the job, and it would be worthwhile to explore/ask the union what it would cost an outsides contractor to do your/their prospective position; The old adage applies, I think: if a company really wants/needs or likes you eenough, they'll create a position for you. Is there any reason you -can't- have union negotiated management position, because, well, you just said they exist? My overall reaction about this is 'maybe take a step back and forget about pay first; figure out what additional job duties and liability you are assuming, first, THEN put guage effort and hastle and liability and manhour requirements, then the money factor will fall into place. However, It seems like they want you to mentor/train people? Is there any reason you -can't- negotiate for a, hm, second position billed at seperate rates for training while maintaining your first? Like, I know most/some? unions have rep/coordinator/leader positions where you do your job duties and get your pay, but you also draw additional pay for being a union rep at the same time. 'I do my current job but also train people' seems like a perfect opportunity to split off the additional duties into a role like that and have the union negotiate it for you. its a non-standard scenario, but you're still a member and negotiating with an employer to fill a labor need is a union's job. Without getting into specifics about your job situation: is there any potential conflict of interest scenario where the new non-union position would have to perform job duties that union members can't or aren't able to do do for those reasons? TheParadigm fucked around with this message at 12:04 on Sep 4, 2020 |
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Sep 4, 2020 11:58
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Anecdotally, my company has a mix of union operators and non-union management. The first non-union management position that a union operator could step into is almost always at a lower salary than they were making in the union. Makes it hard to fill those front line supervisor positions but those who do take that initial step down in pay have a much higher ceiling for future advancement.
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Sep 4, 2020 14:12
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Anti-Hero posted:I'm just beginning what I feel could be either a very short, or very long, negotiating process for a job within an organization I'm currently employed. This isn't super uncommon from what I've heard of Union shops like this (Surprise, Union negotiated benefits are better). I think you have the right idea on the response. "This position seems like a step down in pay and benefits vs where I am at. I am happy to continue the succession plan but doing so in my current role. I would however be open to move for $$$." They might not be blowing smoke about what they are allowed to hire at and may or may not want to go to war about getting you above that band. But you'll have to give them a number in response now. Something like that might not close the door if they hold fast and you truly believe this small step down might be the right step up.
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Sep 4, 2020 14:35
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TheParadigm posted:So, I'm not a huge negotiation pro and other people's advice should trump mine, BUT I have heard horror stories about being hired away from a union as an excuse to let somebody go, and I would try to make sure that you have significant consideration for giving up a lot of your protection (so security loss = pay increase), and/or negotiation to take your old position back if it doesn't work out/after at trial period. Let me try to parse through this point-by-point. I'm not worried about this being a ploy to hire me away from the union and fire me. Not even an option. Even for non-represented people it's notoriously difficult to be terminated from this line of work. I'm not sure where I expressed that negotiated union management positions are an option; they most definitely are not. In the union world, "management" is typically considered all employees of the company whom are non-represented, regardless of if they have supervisor duties or not. There are a significant number of engineers here who are labeled "management" by the union hands that they have no reporting relationship with. Trying to negotiate a new represented position is not going to happen within the culture of this organization. I'm tapped out where I am in the union and can only make lateral moves. And to your last paragraph - there are very few duties that are permitted to overlap between the union position and the non-represented position. All positions at this place of employment have a pretty lengthy job description that is written down, and records in firm details the duties and expectations. For union positions, this description has been negotiated between the company and the union, and required lots of input and signatures to be blessed. On the non-represented side the process is similar. spf3million posted:Anecdotally, my company has a mix of union operators and non-union management. The first non-union management position that a union operator could step into is almost always at a lower salary than they were making in the union. Makes it hard to fill those front line supervisor positions but those who do take that initial step down in pay have a much higher ceiling for future advancement. Yeah, thanks for this perspective. It's very similar here. You'll find a lot of technical expertise being filled in the union ranks, being led by less competent and lower paid managers for that very reason. My boss made the move from union to management years ago (he's been here his whole career) and successfully negotiated a higher salary when he made the move, and it's paid off since. Lockback posted:This isn't super uncommon from what I've heard of Union shops like this (Surprise, Union negotiated benefits are better). I think you have the right idea on the response. I was awake in the middle of the night worrying about your last point, but I'm going to have to roll the dice. I'm not going to forgive myself if I don't attempt to negotiate.
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Sep 4, 2020 16:22
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They are way more likely to just stick to their guns vs yank away the job, especially if you're looking for something in the 20% range. I'd say it's 60/40 they tell you that their offer is the last/best but its probably worth it.
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Sep 4, 2020 16:34
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One problem with organizations with high job security is that pay structures tend to be very rigid. You lose nothing by negotiating, and I think you have a compelling case that you would make the same money to do more work. If it's like other organizations I work with that have a clear union/non-union split, you won't be able to advance unless you take this role, so consider that as well. It sounds like that might be the case since you mention being topped out within the union.
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Sep 4, 2020 19:00
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Lockback posted:They are way more likely to just stick to their guns vs yank away the job, especially if you're looking for something in the 20% range. I'd say it's 60/40 they tell you that their offer is the last/best but its probably worth it. Do you, or anyone else for that matter, have any thoughts on what a typical professional salary spread would be in a vacuum? I've been told on the DL what the mid-point is, and the offer I received is ~7% above the midpoint. I'm trying to make a reasonable assumption on the spread to back calculate what the high might be to assist in my negotiation. KYOON GRIFFEY JR posted:One problem with organizations with high job security is that pay structures tend to be very rigid. You lose nothing by negotiating, and I think you have a compelling case that you would make the same money to do more work. Thank you. This lines up with my organization precisely.
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Sep 4, 2020 20:18
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In a vacuum, SHRM guidance is 40% for hourly, 50% for salaried, 60% for executive based on their compensation philosophy instruction.
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Sep 4, 2020 20:30
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Anti-Hero posted:Do you, or anyone else for that matter, have any thoughts on what a typical professional salary spread would be in a vacuum? I've been told on the DL what the mid-point is, and the offer I received is ~7% above the midpoint. I'm trying to make a reasonable assumption on the spread to back calculate what the high might be to assist in my negotiation. Parallelwoody posted:In a vacuum, SHRM guidance is 40% for hourly, 50% for salaried, 60% for executive based on their compensation philosophy instruction. ^^That, though I think in the situation your describing I'd expect it'd be tighter since this role sounds like its first-line management. Additionally, with a range there is usually a mark where they say "You cannot come into this role above this line", usually 120% of midpoint.So if they say they are already 7% above, they probably still have room but not a ton. For comparison, new person coming into a role is usually supposed to be somewhere between 80-90% of midpoint.
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Sep 4, 2020 20:56
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I have an unusual situation in that I want to negotiate for something other than money. Specifically, I have a body clock that's charitably describable as "night owl" and uncharitably as "Delayed sleep phase disorder". What I want to negotiate for is a job that will offer flexible hours - and then let me actually use them each and every day. (I'd probably work 11-7 or 12-8 most days.) How can I negotiate for this? Is there a way I can get this in a contract so I have something to point to to say that I won't be able to come in before this time if someone tries to pressure me about it later? To be clear, this is serious! If I have to wake up too early, my health and temper become seriously impacted. Ask me how I know.  Anyway, I'm serious enough about this that I'd be willing to accept a somewhat lower offer in exchange for absolutely ironclad shifted hours. PS: this is in tech
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Sep 5, 2020 09:12
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That might not be so much a negotiable point and more an accommodation under the ADA. Get a diagnosis first though.
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Sep 5, 2020 12:48
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Parallelwoody posted:That might not be so much a negotiable point and more an accommodation under the ADA. Get a diagnosis first though. ADA requires "Reasonable" accommodation, and if your team works a set hours working different hours regularly probably falls outside that, and for a lot of places that's undue hardship. Occasional use is one thing but this probably goes above it (NAL but someone who has been continually surprised at how little ADA actually needs to apply). Quackles- Are you in the US or EU/somewhere else? If in the US most tech places don't do employment contracts or at least not ones where you'd define working hours (most contracts are unenforceable Non-competes the the like) unless you are a hot shot, top-end dev. Most support orgs do shifts and 2nd shift would be pretty close, is this something where a 12-8 schedule full time would fit? Once your at a place for a while you are way more likely to get more fluid shifts. That's not just support, there's 2nd shift dev roles and the like too. Back when I managed teams that did more shift work I didn't mind at all people who would kinda float, but that was the case after they worked for a while in a role.
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Sep 5, 2020 15:19
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Quackles posted:I have an unusual situation in that I want to negotiate for something other than money. Move to the Midwest or East coast and get a remote job with a west coast company?
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Sep 5, 2020 17:47
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