(Closed) Counter a salary offer?

posted 7 years ago in Cooking
Post # 3
Member
4824 posts
Honey bee

I would first wait for all the information to come in before meeting with anyone and then I would counter offer for the company to pay for the difference in insurance cost or to raise his salary by that amt to cover it.

Post # 4
Member
2018 posts
Buzzing bee
  • Wedding: December 2010

On one hand, the salary/benefit negotiation should have taken place when the offer was made.  And you should always, always counter and make sure you have ALL the pertinent information before you accept.

I would ask for the full salary/benefits package in writing before making a final decision. The boss can’t reasonably expect someone to make a final decsion without all the information.  I would definitely get all that and then if it’s not satisfactory, go back and negotiate.  He has nothing to lose.

Also, I think it’s kind of a red flag that the company is so disorganized not to have all that in place before making the offer.

Post # 5
Member
2216 posts
Buzzing bee
  • Wedding: August 2012

@ams12:If your husband plans to ask for more money, he should be ready to make logical arguments as to why.  For example, he can say something like it will cost me $600 more a month for  comparible health insurance at this job, which is $7200 dollars a year.  They might not want to pay him $7200 dollars more per year to cover this, but might be willing to give extra days off to make up for it.  For example, asking for an extra week of vacation at $30 an hour would make up $1200 of those dollars.  Things like this.

Most companies make the first offer low, because they expect a counteroffer.

Good luck to your hubby!

Post # 7
Member
46672 posts
Honey Beekeeper
  • Wedding: November 1999

I would encourage him to get everything in writing before he either accepts the new job, or gives his notice at the old one.

It’s fine and good to say they are not terribly corporate in the HR, but he is the one who will be out when they “have no recall” of any of their verbal discussions.

Post # 8
Member
546 posts
Busy bee
  • Wedding: July 2011

If there is a HR person at the company, have your husband call them and get the price break down emailed over along will all the information regarding benefits.

Post # 9
Member
1723 posts
Bumble bee
  • Wedding: June 2012

I wouldn’t have accepted without a full disclosure of benefits/vacations/etc.  I think if they come to him with less benefits than he had before, he could say, well at me last job I was making less but had more benefits, so I would like to make up for whatever’s missing in the salary.

I was thinking that some men can get paternity leave and came across this:

Start by asking your company’s human resources department. Many employers are required by federal law to allow their employees (both men and women) 12 weeks of unpaid family leave after the birth or adoption of a child under the Family and Medical Leave Act (FMLA). At the end of your leave, your employer must allow you to return to your job or a similar job with the same salary, benefits, working conditions, and seniority. You’re eligible if you meet both of the following conditions:

  • You work for the federal government, a state or local government, or any company that has 50 or more employees working within 75 miles of your workplace
  • You’ve worked for your employer for at least 12 months and for at least 1,250 hours during the previous year (which comes out to 25 hours per week for 50 weeks)

There are a few exceptions: Your employer can deny you this leave if you’re in the highest paid 10 percent of wage earners at your company and can show that your absence would cause substantial economic harm to the organization. In this case, your employer isn’t required to keep your job open for you. Another exception is if you and your partner both work for the same company. In this case, you’re only entitled to a combined 12 weeks of parental leave between the two of you. Even if you’re not eligible under the FMLA, you may still be eligible for leave under your state’s provisions, which are usually more generous than the FMLA, or under your company’s policy.

Your company may require that the paid leave you take count toward the 12 weeks allowed under FMLA. But some states allow you to take the full 12 weeks in addition to whatever paid leave you’ve taken and, of course, individual employers may also allow this. You can use your unpaid leave in any way you want during the first year after your child is born or place with you. That means you can take it all at once or, as long as your employer agrees, spread it out over your child’s first year by taking it in chunks or reducing your normal weekly or daily work schedule.

http://www.babycenter.com/0_paternity-leave-what-are-the-options-for-dads_8258.bc

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