Being offered a new salary next week - what if I don't agree?

dowie said:
Equity is quite standard at startups as part of your compensation (granted options or RSUs as part of your total comp) but small companies on the other hand perhaps won't give any or will allow you to buy tiny amounts via some share scheme etc..
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SideWinder said:
Ok thanks dowie.

It was discussed 6 months ago (I requested a 6 month review to gain clarity on my progression) and they said they'd like to ensure they know me well enough first which is understandable.
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Be careful with things like RSUs as they are American and don't really work the same way in the UK. As a small company some form of tax advantaged share scheme, e.g. the Enterprise Management Incentive scheme is likely to be more what you're looking for. It gives the employer control over what you get and when you get it subject to certain conditions and locks in the income tax charge for you based on the value of the options at the date of grant.
 
Mercenary Keyboard Warrior said:
I think you already have some great advice in here

If equity is an issue. Then consider the lines of asking for a bonus based on this new launch. They should have some ideal of scale and an estimate of its value.
Put it to them that as the customer experience is critical then your happy to take the difference between your target wage of £35k and your new wage as a variable bonus. The bonus linked directly to the expected sales number, and pro rata from 0% to 200% cap based on the actual sales vs this target.

I think you kind of have done this but try to frame your wanted salary as your target, so give the impression its an aim for you, and ask them how you can get to that target working with them.
"I have a target salary of £35k, I really hope that is achievable working within this business, can we formulate a plan together that will get me to that point within 12 months?" something along those lines. (Assuming they come back offering less than you want/hope)
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Such a clever/interesting idea about mentioning a link to the new product...may mention that. But feel your second comment will be the one that I shall lead with if they do not provide the £35k.

They appear to be leading with the 20% as the reason they won't go higher and I have, politely, added that I am working beyond that therefore implying that the % should not be applicable for me.

I do want to stress it was a highly collaborate conversation and it was on friendly terms when the call ended too. :) Just chatting about weekend plans and that sort of thing.
 
Just a thought - since they've agreed on an increase could a good compromise be that they give you a 6 month review on performance to "bump" you up to the salary you want? Make it performance based? Then it's a bit of a halfway house?

edit: dammit I just saw that MKW just suggested something similar.

I'll get back to my investment reports :(
 
Just out of interest, if you get a different deal within the company, how do you think the other employee's will take that, will it effect your work environment?
 
Freefaller said:
Just a thought - since they've agreed on an increase could a good compromise be that they give you a 6 month review on performance to "bump" you up to the salary you want? Make it performance based? Then it's a bit of a halfway house?

edit: dammit I just saw that MKW just suggested something similar.

I'll get back to my investment reports :(
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:p Its a good idea though mate, cheers. :)

@Trig - What do you mean? There are only 2 other full time employees if that is what you mean? The rest of contract and not in the country.
 
Trig said:
Ahh fair enough, I didn't know if there were others you worked with that might get pissy when they find out you are on a different agreement to them..
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Ah gotcha. :) Mm its a small team and it is another reason I am, politely, pushing a bit. I know my value and they started the review but saying they never thought they'd find someone like me...

The follow up is tomorrow.
 
P45 in an envelope for being too pushy and them realising that you probably aren't the right fit for them, termination period just enough for them to get the new **** out
:D
 
Trig said:
Just out of interest, if you get a different deal within the company, how do you think the other employee's will take that, will it effect your work environment?
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That is their problem, salary and benefits are a private matter at the end of the day.
 
SPG said:
That is their problem, salary and benefits are a private matter at the end of the day.
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Oh yes, I agree, I'm in a place now where it says in our contracts that we arent to discuss said things with other employee's, and while its their problem that doesn't make for a good work environment really does it, which was my point..
 
Trig said:
Oh yes, I agree, I'm in a place now where it says in our contracts that we arent to discuss said things with other employee's, and while its their problem that doesn't make for a good work environment really does it, which was my point..
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Your point was they should hide his new salary to not offend others? Or they should tell others and be prepared for the consequence?
 
Trig said:
Oh yes, I agree, I'm in a place now where it says in our contracts that we arent to discuss said things with other employee's, and while its their problem that doesn't make for a good work environment really does it, which was my point..
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But that is quite standard in lots of workplaces. I mean sure some hierarchical places (especially the public sector) have people in different pay bands and their pay is basically known, you get "levels" in some tech companies though with perhaps a bit more variance.

In other places you can have one guy on 40k and another guy on 80k with the same job title, doing similar work etc.. You might discuss pay with your mates, you might be able to guess that some individual contributor with 10 years experience is obviously going to be earning more than someone who graduated 3 years ago but you don't necessarily know.
 
Trig said:
Oh yes, I agree, I'm in a place now where it says in our contracts that we arent to discuss said things with other employee's, and while its their problem that doesn't make for a good work environment really does it, which was my point..
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They can say what they like in the contract, but discussion of pay is a legally protected right under the Equality Act 2010 (s.77 if interested) if you're discussing in terms of a protected characteristic.

The protected characteristics are quite wide and can easily be used to an employees advantage, i.e. arguing potential age discrimination on pay justifies legal protection.

  • age;

  • disability;

  • gender reassignment;

  • marriage and civil partnership;

  • pregnancy and maternity;

  • race;

  • religion or belief;

  • sex;

  • sexual orientation.
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I think there's also legal protection if salary discussions are needed to enable collective bargaining or similar.

Basically, salary confidentiality clauses are more of a threat than a reality.
 
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