The problem with this approach are the edge cases. Over a couple hundred years there have been lots of those, now taught about enthusiastically in law school.

The problem with this approach are the edge cases. Over a couple hundred years there have been lots of those, now taught about enthusiastically in law school. Every time there's an unfavorable edge case to (any) employer, then another clause gets added to the "standard contract". So with reusable contracts (like employee contracts) you end up with very asymmetric goals, and a very asymmetric contract. Yes, push back is important, and it's valuable to the company to hear that push-back. Speaking as an employer, I would not be prejudiced against an employee questioning or rejecting terms in the contract. Some changes might be deal-breakers, some might not. But clearly we can negotiate and assuming we don't find any mutual deal breakers we'll both be happy. I would personally also see this as a positive, not negative, interaction with an employee, not something for them to fear. But of course, being new, they don't know that, and I understand the asymmetry of power in this situation.