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Sharing the Wealth
Q. I just started a position at a small company (16 employees) as a Project Manager. Our company is just starting to expand to the service industry. Before we were geared towards the product industry, meaning sales. Now that I have started working on projects I find that I am working together with the sales people to get the project completed. Now I see sales people receiving commission off the sale, but nothing is added to my salary. My boss wanted me to research possible ways to compensate a project manager. Do you have any ideas?
A. It sounds like you've helped lay the golden egg for your company, and you should expect to see something on the bonus side for your efforts. You do have to remember that completing the projects for these customers is part of your daily job, but depending on the revenue generated, you could ask for a percentage or a flat-fee for each new deal implemented. You shouldn't expect to get rich off the bonus, but everyone involved in satisfying the customer's needs should expect something extra in their paycheck. If the sales team begins to balk, make yourself scarce or unavailable a few times when they can't answer the customers difficult questions. Moving from a Product-only environment to one that includes services is a normal progression for most companies and one that has gained wide acceptance. You may suggest a percentage of the "gross margin revenue," which factors in the total expenses deducted from the revenues derived, and that more fairly reflects the profits to split.
"No Thanks" to Benefits?
Q. How much should I add to my salary ranges if I do not need the company's medical/dental benefits?
A. Unfortunately, if you are a full-time employee, zero. Although you may think a company should be flexible or have more latitude to increase gross pay to an employee with less "cost" in the medical/dental benefits area, I've come to learn that most large companies disagree. Salary for the same job should be unilateral across the board for many reasons. Their thinking often goes like this: Why should they pay a higher salary to you, a new employee, than an existing employee with some history with the firm? Do you think this "salary differential" might affect how your new peers view you? View themselves? Should they feel happy that you receive a higher wage than they (for doing the same work) because you receive your benefits from another source? I don't think so. This has been the case for many years in the case of a two-wage earner household where one person has the better of the two medical/dental packages.
Most companies would rather continue to pay their share or your medical/dental benefits even if they go unused. The can of worms that opens when individuals ask for additional compensation rather standard benefits is a real hassle. Today, many companies offer what are called "cafeteria benefits" i.e., a selection of where you want your benefit contributions "spent" rather than on those not needed. The best case is you may be able to wiggle additional vacation time.
Nothing to Hide
Q. I was told I was a shoe in for a position with a large corporation. After completing the employment application I was required to fill out an investigate release form to allow the company to access my credit rating and motor vehicle records. In the event I did not permit the release then I was told I could not be considered for the job. I had nothing to hide so I signed the release. This was on a Thursday. On Monday I was told they were not interested in me and were looking to get a salesman from the competition. Is it legal for a company to require that you allow them to search your credit rating and motor vehicle driving records in order to receive a job?
A. Yes, it is legal and you are out of luck, I'm sorry. In most states, companies have the right to ask you sign this waiver or request other documentation that may uncover information that ultimately changes their minds about hiring you. Had you received an official offer letter? It sounds like you had not. Short of hiring a lawyer to investigate the information they uncovered on you, a company has the right to change their mind or back out of what sounds like a gentleman's agreement. It is also possible that nothing uncovered in their investigation turned up any black marks against you, and they really did want to hire someone from a competitor.
Thanks for the Memories
Q. I am currently getting ready to leave my current employer. What do I have to specify in my letter of resignation. And what can I leave out?
A. You should include the effective date of resignation (today's date if that's your plan) and give your employer at least a two-week notice so they can spend that time looking for your replacement. You do not have to state why you are leaving, where you are going, and what they could have done to keep you more happily employed. Do not burn bridges, torch co-workers, or in any way point fingers and lay blame around you. Life is short, memories are long, and you may need to use this employer as a reference (or at a minimum a new employer may call and ask for salary and dates of employment). In some cases, an aggressive or unhappy employer may ask you to pack your things and after close of business, escort you out of the building in order to minimize disruption or team morale.
Work From Home
Q. I have little kids and I need to stay at home. How do I go about finding a job where I can work from my home? My present job does not offer this option. Need help!
A. This is a question with which Corporate America continues to grapple. As the worker shortage intensifies, people in your situation will hopefully not get lost in the shuffle. What do you do? If you have the skills and abilities to repackage your services back to your employer or the clients of your old employer, you can call an attorney and incorporate. There is no easy answer on this question, but you have to find something you're better at than most people and market the idea to your neighbors, ex-colleagues, or even the customers of your old employer. This has been the case for many working parents or single parents as they face this difficult choice. Several Job Boards now list "work from home" as an option. Some companies outsource their "Customer Service" hotlines to parents working from home. If you are PC-literate, some companies have allowed employees to telecommute. Look for local employers with onsite childcare, those that allow job-sharing (two people split one salary and one full-time job), and other new twists in this important area. As your children grow, don't lose touch with today's important job skills, so that you can re-enter the workforce if and when you want
Sharing the Wealth
Q. I just started a position at a small company (16 employees) as a Project Manager. Our company is just starting to expand to the service industry. Before we were geared towards the product industry, meaning sales. Now that I have started working on projects I find that I am working together with the sales people to get the project completed. Now I see sales people receiving commission off the sale, but nothing is added to my salary. My boss wanted me to research possible ways to compensate a project manager. Do you have any ideas?
A. It sounds like you've helped lay the golden egg for your company, and you should expect to see something on the bonus side for your efforts. You do have to remember that completing the projects for these customers is part of your daily job, but depending on the revenue generated, you could ask for a percentage or a flat-fee for each new deal implemented. You shouldn't expect to get rich off the bonus, but everyone involved in satisfying the customer's needs should expect something extra in their paycheck. If the sales team begins to balk, make yourself scarce or unavailable a few times when they can't answer the customers difficult questions. Moving from a Product-only environment to one that includes services is a normal progression for most companies and one that has gained wide acceptance. You may suggest a percentage of the "gross margin revenue," which factors in the total expenses deducted from the revenues derived, and that more fairly reflects the profits to split.
"No Thanks" to Benefits?
Q. How much should I add to my salary ranges if I do not need the company's medical/dental benefits?
A. Unfortunately, if you are a full-time employee, zero. Although you may think a company should be flexible or have more latitude to increase gross pay to an employee with less "cost" in the medical/dental benefits area, I've come to learn that most large companies disagree. Salary for the same job should be unilateral across the board for many reasons. Their thinking often goes like this: Why should they pay a higher salary to you, a new employee, than an existing employee with some history with the firm? Do you think this "salary differential" might affect how your new peers view you? View themselves? Should they feel happy that you receive a higher wage than they (for doing the same work) because you receive your benefits from another source? I don't think so. This has been the case for many years in the case of a two-wage earner household where one person has the better of the two medical/dental packages.
Most companies would rather continue to pay their share or your medical/dental benefits even if they go unused. The can of worms that opens when individuals ask for additional compensation rather standard benefits is a real hassle. Today, many companies offer what are called "cafeteria benefits" i.e., a selection of where you want your benefit contributions "spent" rather than on those not needed. The best case is you may be able to wiggle additional vacation time.
Nothing to Hide
Q. I was told I was a shoe in for a position with a large corporation. After completing the employment application I was required to fill out an investigate release form to allow the company to access my credit rating and motor vehicle records. In the event I did not permit the release then I was told I could not be considered for the job. I had nothing to hide so I signed the release. This was on a Thursday. On Monday I was told they were not interested in me and were looking to get a salesman from the competition. Is it legal for a company to require that you allow them to search your credit rating and motor vehicle driving records in order to receive a job?
A. Yes, it is legal and you are out of luck, I'm sorry. In most states, companies have the right to ask you sign this waiver or request other documentation that may uncover information that ultimately changes their minds about hiring you. Had you received an official offer letter? It sounds like you had not. Short of hiring a lawyer to investigate the information they uncovered on you, a company has the right to change their mind or back out of what sounds like a gentleman's agreement. It is also possible that nothing uncovered in their investigation turned up any black marks against you, and they really did want to hire someone from a competitor.
Thanks for the Memories
Q. I am currently getting ready to leave my current employer. What do I have to specify in my letter of resignation. And what can I leave out?
A. You should include the effective date of resignation (today's date if that's your plan) and give your employer at least a two-week notice so they can spend that time looking for your replacement. You do not have to state why you are leaving, where you are going, and what they could have done to keep you more happily employed. Do not burn bridges, torch co-workers, or in any way point fingers and lay blame around you. Life is short, memories are long, and you may need to use this employer as a reference (or at a minimum a new employer may call and ask for salary and dates of employment). In some cases, an aggressive or unhappy employer may ask you to pack your things and after close of business, escort you out of the building in order to minimize disruption or team morale.
Work From Home
Q. I have little kids and I need to stay at home. How do I go about finding a job where I can work from my home? My present job does not offer this option. Need help!
A. This is a question with which Corporate America continues to grapple. As the worker shortage intensifies, people in your situation will hopefully not get lost in the shuffle. What do you do? If you have the skills and abilities to repackage your services back to your employer or the clients of your old employer, you can call an attorney and incorporate. There is no easy answer on this question, but you have to find something you're better at than most people and market the idea to your neighbors, ex-colleagues, or even the customers of your old employer. This has been the case for many working parents or single parents as they face this difficult choice. Several Job Boards now list "work from home" as an option. Some companies outsource their "Customer Service" hotlines to parents working from home. If you are PC-literate, some companies have allowed employees to telecommute. Look for local employers with onsite childcare, those that allow job-sharing (two people split one salary and one full-time job), and other new twists in this important area. As your children grow, don't lose touch with today's important job skills, so that you can re-enter the workforce if and when you want
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