4 ms·
>I know there are places where that truly is a requirement to employment but I've twice successfully negotiated (once at a startup, once at an ad agency) those
by crdoconnor 11y ago
>I know there are places where that truly is a requirement to employment but I've twice successfully negotiated (once at a startup, once at an ad agency) those clauses out of my contract and I highly suggest others at least try to.
I don't do this any more. I realized after a couple of these jobs that this level of explicit disrespect written into a contract pretty much tells you all you need to know about working there before you've even joined.
Now I just pass politely and move on.
The pay at places that would try and ram that in there was never that great anyway.
- fweespeech 11y ago> I don't do this any more. I realized after a couple of these jobs that this level of explicit disrespect written into a contract pretty much tells you all you need to know about working there before you've even joined. Tbh, we had this come up when we purchased and I negotiated it out of my "new" hiring contract successfully. So far everyone I have on LinkedIn at #ParentCompany has quit but my little isolated bubble trundles on largely immune to such problems as long as we hit our sales/profit numbers. So I suspect you are correct in some cases but you can still sit in protected bubbles that have that in the contract AND are still worth working for.
- leesalminen 11y agoI've had contrasting experiences. The employment contract was boilerplate and after a single awkward conversation it was removed. I was happily employed At each company for years with an amicable "break up". One company was <5 FT and another was >50 FT. Both in the US.