Q–After 12 years as a project engineer, I took a new job in my hometown at a small company that offered me an entrepreneurial opportunity. Because it was a field that was new to me, I took a substantial pay cut for the first 90 days, with reviews every 30 days. The terms were in a written employment contract.
I worked 60 to 70 hours a week accomplishing all the goals set by the CEO. But at the 90-day mark, the company balked at giving me the pay increase, citing a bunch of what it termed “piddly things.” I was offered one-quarter of what I was promised and told to wait 90 more days for the remaining increase. I said I was disappointed and would have to pursue other job opportunities. My boss was shocked. I could see that he expected me to accept this change in terms because I have six children. I told him I would fulfill all my responsibilities if he let me work until I landed another position. I was let go two weeks later. This has cost me greatly–financially and in my reputation with the companies I had previously pursued for positions.
A–When you threaten to leave you’d better be prepared to do it immediately. A company may ask an employee to stay for a certain time, but it was asking too much to suggest staying until you found a better job.
When the company reneged on the promise of the raise, it would have been better to calmly remind them of the terms of your contract and ask how these small complaints justify the delay, especially if they had not been mentioned at each 30-day interval. If you got no satisfaction you could have continued working while beginning a confidential job search. You can still call the other companies you previously interviewed with, but now is the time you might have to be open. If it is a really small town everyone has already heard some version of the story, and you need to talk to your former boss about what he will be saying to prospective employers.
Q–For that past five years, I’ve worked in mid-level management in human resources at a large telecommunications company. Last year, a newly hired HR vice president asked me to design and implement a new program for employees, in addition to my current job duties. I enthusiastically agreed and was pleased when he told me I would get a promotion and a raise. Although I’ve received high praise for these accomplishments, I have not received a raise or promotion. When first asked about it, the vice president said I’d get it after I got the program running, but now he is noncommittal. Should I take another stab at getting the raise and promotion, go back to doing only one job or keep plugging away and chalk it up to his unfairness?
A–Stop your oral requests and write a memo documenting all your duties and accomplishments. Ask for a meeting with the director and the vice president, then present your request, supporting it with facts about the new program and your current involvement. Since you don’t want to leave the company, bone up on your negotiating skills. You need to impress them as someone asking for what you deserve rather than begging for something you think you won’t get.
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Write to Lindsey Novak, Jobs, Room 400, 435 N. Michigan Ave., Chicago, 60611. E-mail her at AtWorkbyLN@aol.com
