Pensions and Retirement Archives

“How can I diplomatically ask why I did not receive a workplace Award?”

Published on August 11th, 2014 by Alan L Sklover

Question: I have been nominated four times for an Honor Award at work but have not once been chosen. I wonder why this has happened in a repeated fashion, and this has led to considerable self-doubt.

I must admit that I am one to periodically challenge decisions made by others if I truly believe they are in error, and I believe, as well, that I am quite effective in my role.

How might I diplomatically raise this issue in an email to my superiors?

Melbourne, Australia

Answer: Dear Dahlia: Your question is a rather unusual one, yet one that I particularly appreciate receiving. You remind me of myself, several decades ago, and so I particularly appreciate the opportunity to share my thoughts with you and others.

1. To begin, let us first appreciate the fact that being nominated for an Award is, in itself, an acknowledgement of your value. I do not mean that your concern is without valid basis; far from it. However, no one should be completely disappointed – or doubt one’s abilities and worth – by repeatedly being nominated but not chosen. Some of our very best athletes do not gain entrance to the Halls of Fame, and some of the very best actors never receive the Golden Statuette. There is no shame, and a great deal to be proud of, in being among those who are nominated several times. So, first, see the brighter side of things with the “attitude of gratitude.”

2. Any inquiry to workplace managers that seems potentially “sensitive” is best expressed this way: “How can I better serve you?” In many workplace circumstances, employees need to request information, assurances, or other responses that might seem potentially “sensitive” to the recipients. I always encourage clients in such circumstances to do so in a way that sounds more like “How can I better serve you?” This is because when employees express in one way or another “I want, I need, I deserve,” the emotional response of the recipient often is “Everyone says that.” But if you “speak to” the person in words that are “sweeter” to their ears, the same question often receives a “sweeter” response.  

For example, if you are unhappy with your (a) small raise, (b) failure to receive a promotion, (c) a low discretionary bonus, or other such disappointment, “Hey, I got shortchanged!” does not work as well as “Is there any way I might be viewed as deserving that reward, and if so, I will strive to do that or achieve that for you.” It’s just a matter of human nature: we are all better tuned into our own welfare and happiness than the welfare and happiness of others.

3. In fact, you might start off your inquiry with a hearty “Thank you!” Though it might seem counter-intuitive, you might begin your inquiry with a “Thank you for the nominations, which I so very much appreciate.” As a young lawyer, I learned that I could get so much more from Judges if I began my request with a “Thank you, Your Honor, for the Court’s willingness to entertain my motion. In that light, might I request the Court also consider X, Y and Z,” when all along I was actually upset with the Judge in the first place. And, of course, I smiled, because “Smiles automatically and immediately increase your face value.” Yes, I found myself far more successful when making requests when I began my sentence with “Thank you” even when I felt something quite different.

4. Your inquiry can mention each of the outstanding contributions you have made, so long as it does not sound like “Hey, boss, you sure made a mistake.” Rather, I might suggest that you express, preferably in writing, something like “I always do my best, and in that light did accomplish A, B and C, which I thought would likely be sufficient to be provided the Honor Award. Might you suggest additional contributions that would likely be viewed as deserving of the Honor Award and, if so, I will strive to achieve them, as well.”

In this way, too, you are not saying “I deserve it,” but rather “Though I did contribute my best, what else might I do for you, which I would also do my best to do?” and in doing so you are making mention of your outstanding contributions in a more “welcome” and “palatable” way.

5. One common workplace dynamic that I do want to share with you: “achievers,” and especially “over-achievers,” are often viewed as potential “competitors” by Managers, who may fear losing their own jobs. I have seen it more times than I can count, and I have experienced it myself when I was an employee: Sure, your Managers want you to be an achiever, but they do not want you to be a “great achiever,” because that might just make them fear you as a potential competitor for their own jobs.

This would only be made worse if you are a person who is not afraid to challenge decisions of others if you believe better decisions should be considered, for the betterment of all. You did describe yourself in that way in your question.

If you do that, I would encourage you to continue to do that, because the world needs better ideas, better decisions, and better ways of doing things. But at the same time, temper it a bit, make your suggestions ones that your Managers might take credit for – Managers LOVE to take credit for employees’ ideas – and do a little more to “polish their apple” than to polish your own.

Recall the fundamental key to negotiation: what the other person seeks is more important than what you seek, because what they seek is THE KEY to your getting what you seek.

Dahlia, I truly hope this is helpful to you, and that at a very minimum, you’ll give it a good try, and in doing so bear in mind the dynamics of workplace negotiation. Please send my best regards to all of my blog visitors “Down Under.”

My Best,
Al Sklover

P.S.: Want to learn more about workplace negotiating? Consider viewing our Sklover On Demand Video entitled “Can I Really Negotiate with My Boss?” Just sit back, relax, watch and listen. To do so, just [click here.]

  Repairing the World,
One Empowered – and Productive – Employee at a Time™

© 2014, Alan L. Sklover All Rights Reserved. Commercial Use Prohibited.

“Give 90 days resignation notice or repay bonuses – Is that legal?”

Published on July 29th, 2014 by Alan L Sklover

Question: I’ve been given an agreement to sign in order to get my future bonuses. This is what it says:

“In consideration of the above incentives, Employee agrees to provide 90 days notice if the Employee decides to leave the company. Should the Employee fail to provide 90 days notice, the Employee will have to pay back all quarterly bonuses for the past four calendar quarters.”

My fear is this: What new employer will wait three months for a new employee? Is this standard or legal?

Rachel A.
Philadelphia, Pennsylvania

Answer: Dear Rachel: Here are the simple answers, and some information to consider:

1. It is, indeed, legal for employers to require employees to agree to repayment conditions (such as this one) on bonus, commission or equity compensation. Employers are free to set conditions upon employees’ participation in bonus programs, equity programs, commission programs, and benefit programs.

This is the way the law looks at it: the employee is free to say, “No thanks, I’d rather not be required to give notice; I just won’t take a bonus, or equity, or commissions.” Going further, an employee can also say, and please excuse my vernacular, “Take this job and shove it.”

One limitation does exist, however: it must be prospective, not retroactive. That is, it can only affect monies earned in the future, not that have already been earned.

2. No, it is not “standard” to make employees agree to give back bonuses (or other compensation) if they do not give a lot of resignation notice, but it is becoming more common. Quite unfortunately, employers requiring employees to sign such agreements is getting more and more common every day. It seems to be a part of the worldwide trend toward employers trying harder and harder to control their employees, one of the ways they seek to gain the maximum possible benefit from them at the lowest possible cost.

By the way, in my experience only a handful of employees are successful in getting around such agreements. They are the few who are both (a) perceived as extremely valuable by their employers, AND (b) comfortable with negotiating for themselves, and so are able to say, in one way or another: “I won’t sign that agreement, and I want my bonuses anyway ”

This blogsite is devoted to making you one of those employees. We try in every way we can to help employees stand up to and counter that trend and – by gosh – we think it is working, slowly but surely.

3. (a) Long notice requirements (30, 60 or 90 days), and (b) repayment of monies if they are not complied with, both serve a number of employers’ interests. The reason we are seeing more and more of these very unfair, long pre-resignation requirements is that they work well for employers in a number of ways, all of them unfair, if you ask me:

(i) First, they make it virtually impossible for their employees to change jobs for the exact reason you mention: most other employers are not willing to wait 90 days for a new employee.

(ii) Second, they make it very “financially painful” for their employees to leave, because many do not have the money in their bank accounts to repay a year’s worth of bonuses, commissions, stock or benefits. This is getting a bit like what people used to call “indentured servants.” So, many employees simply “stay put.”

(iii) Third, it gives employers a chance to get employees who are leaving away from important clients, customers and accounts, and insert other employees into those valuable relations, so they do not lose customers or clients.

(iv) Fourth, if and when employees do leave without giving 90 days’ resignation notice, the employers can collect an awful lot of money back from them.

By the way, tired of all this reading? Rather just sit back, relax, watch and listen? Consider 12-minute Sklover-On-Demand Videos. See our Complete List. Just [click here.]

4. If a prospective employer really wants to hire you, you can always ask them to help you with this repayment problem you face. Prospective employers see a lot of these repayment problems, yet they still have a need for new, good, hard-working employees with positive attitudes. If that’s what you are, a prospective employer who sees your potential value might just be willing to (a) lend you the money you need to repay the bonuses you owe, (b) share the cost of repayment with you, or even (c) repay you the full cost of repaying the bonuses. That is, IF YOU ASK.

Many of our clients have asked for such assistance, and many – more than you might think – have been successful in doing so. It can be part of the negotiations of salary, bonus and benefits that comes around if and when both employer and employee both decide they want to “get married” to one another. In fact, it’s one of the most common reasons new employers pay “sign-on bonuses.”

5. And, too, after you leave you can always try to negotiate with your former employer to waive or forgive the repayment obligation. If and when you leave your job, you are free – and I strongly encourage you – to seek waiver or “forgiveness” of the obligation to repay the monies you owe. There are many, many good reasons you might suggest that it would (a) only be fair and (b) be in the employer’s interests to do so.

As for just a few examples – and there are many, MANY more – if you left your job because (i) you were being severely sexually harassed or threatened with workplace violence, (ii) you were being urged to be deceptive or dishonest to customers, or (iii) you were being denied promotions because of your age, race, gender, disability, religion, pregnancy, or other illegal reason, then it surely might be best for your employer not to start a Court fight with you, which it could lose.

If you agreed to repay your former employer (a) tuition reimbursement, (b) relocation expenses, (c) a sign-on bonus, or even (d) a short-term loan, you may be able to have that obligation waived and forgiven. We offer a Model Letter for Repayment Obligation Forgiveness – with 18 Great Reasons, just [click here.] “What to Say, and How to Say It.™”  Delivered by Email – Instantly! 

And, hey, if your former employer refuses to waive and forgive your repayment obligation, you just might send all of its other employees our website address and suggest they read this article!! You even have my permission to do so!!

Rachel, thanks for writing in, and for giving me an opportunity to address this issue. As I say time and time and time again, employees have more options available to them, and more leverage, than they tend to believe. The same holds true in this circumstance, as well. And, too, I hope it gives you a sense that (a) you are not alone in “this,” and (b) you have leverage and ways to “stand up” and “fight back.” That’s what this blog is all about.

My Best to You,
Al Sklover

P.S.: Post-employment, employers might use a Collection Agency to collect sums. To thwart those efforts we offer a Model Letter in response to Collection Agencies. Not guaranteed, but almost always works. Just [click here.] “What to Say, and How to Say It.™” – Delivered by Email – Instantly! 

 Repairing the World,
One Empowered – and Productive – Employee at a Time™

© 2014, Alan L. Sklover All Rights Reserved. Commercial Use Prohibited.

Recommended Resources . . . Social Security

Published on September 12th, 2013 by Alan L Sklover

Five Helpful Social Security Sites

Every now and then we come upon outstanding resources for those of us who appreciate the wisdom and necessity of taking an active role in “Standing Up for Yourself at Work™.”

Today we recommend to all of our subscribers and visitors who hope one day to collect Social Security five very valuable websites, each designed to offer services that help you calculate the best times and ways to commence your Social Security payments.

This is far more complicated than you might think especially for those who are married, and must consider the availability and amount of spousal survivor benefits.

Three of these sites charge a fee; two are free, and all are uniquely helpful in their own ways:

1. Fee: $40.00

Appeals to those who seek maximum control over the inputs and assumptions that go into various payout scenarios. Permits users to rerun the numbers using a variety of scenarios at no extra charge.

2. Fee: $39.95

Generates a 14-page report with advice under three different scenarios – “normal” life expectancy (men 82; women 86), “long” life expectancies (men 88, women 92), and life expectancies you specify. Report includes a grid telling how much you would forfeit by pursuing suboptimal strategies. Downside: users must pay for a second report to run different numbers and scenarios.

3. Fee: $20 to $250

Very user-friendly, with colorful screens that make it easy to get a handle on complex topics, including how much of your benefits is likely to be taxed, and how a specific strategy will perform over different life expectancies. For an additional fee, you can get a consultation with an advisor.

4. Free

Identifies the way to claim the highest monthly – rather than lifetime – benefit. That usually means one spouse putting off receiving benefits until age 70. Also calculates how much of your monthly expenses your Social Security benefits will cover, assuming you pay average prices for food, housing, transportation and healthcare. Permits you to input actual prices for these things, too.

5. Free

Permits users to pick among seven common goals, including generating the maximum lifetime benefit, and maximizing survivor benefits. Does not permit users to adjust life expectancies.

Each of these five tools has advantages and drawbacks. All educate users about “claiming strategies” that many people do not know are available. All of these programs are easy to use, and each generates recommendations. When and how to optimally apply for your Social Security benefits is not an easy decision to make.

If you begin collecting Social Security benefits early, you may not have enough income to enjoy the years ahead of you. Likewise, if you begin collecting Social Security benefits late, you’ll have a larger income, but fewer years to enjoy it. Everyone needs to find the right balance, based on his or her circumstances. These tools help you do just that.

© 2013 Alan L. Sklover. All Rights Reserved. Commercial Use Strictly Prohibited.

“I’m retiring; can I ask my boss to keep that confidential?”

Published on July 16th, 2013 by Alan L Sklover

Question: Can I request confidentiality from my boss as I just want to leave on a certain date and not return. I don’t like parties or to discuss my retirement. I have worked here for 35 years and am a private person. Also, would my company have to pay me for unused vacation days?      

Lancaster, Ohio 

Answer: Dear Dennis: While the law does not give you a right to confidentiality about retirement plans, yes, you can request confidentiality about your retirement. Here are just a few thoughts that might be helpful:    

1. Employers are required by law to hold certain employee information in confidence, but only on a very few topics. There are both federal and state laws that require certain information about employees be held in confidence. While state laws vary from state to state, most states do not require employers to hold employee-related information in confidence, with just a few exceptions. I have never heard of any right to confidentiality about retirement plans, and my legal research for this answer has not found any, either.   

2. Required confidentiality about employee information by federal law is mostly limited to medical information. The federal law entitled “Health Insurance Portability and Accountability Act” (called “HIPAA” for short) requires that employer-sponsored health care plans to maintain employee medical information confidential.  

Another federal law, the Genetic Information Non-Disclosure Act (called “GINA” for short) prohibits employers with 15 or more employees from requesting, requiring or purchasing genetic information about employees or prospective employees. 

The federal Fair Credit Reporting Act contains stringent limits on how widely employers can share credit-related information they acquire in employee background checks. 

3. Some states are passing laws giving employees a limited degree of privacy as to their social networking information. In 2012, Maryland became the first state to prohibit employers from demanding employees’ passwords to Facebook and other social networking websites from job applicants and employees. The legislatures of Illinois, Ohio, Delaware, Michigan, New York, California and Washington state are considering similar measures.  

4. It is possible that your employer has its own policy – and maybe even a procedure – about confidentiality of other employee information; that is the place to start. Employers institute their own policies as guidelines for company behavior. Company policies are sort of the “rules of the workplace” by which employees, supervisors and managers must conduct themselves at work. Some companies have both (a) policies about confidentiality of employee information, and (b) procedures to request confidentiality or report breaches of confidentiality. 

Your concern is entirely reasonable, but you sure don’t want to break any rules when you make your request, or miss any deadlines. You should first find out from your employer’s Human Resources Department if any employee-information policies are in effect, and if there are any procedures by which you can, should or must make your request.   

5. Your idea of requesting confidentiality directly to your boss about your upcoming retirement is entirely reasonable and understandable, but may not be entirely practical in light of your employer’s need to transition duties, shifts, and the like. I very much like your idea of requesting confidentiality about your upcoming retirement. Respectful requests for reasonable things at work are a consistent theme of this blogsite. After 35 years, you sure do deserve to be granted such a reasonable request. 

That said, I think you should anticipate hearing things like this: “Dennis, we have to make arrangements regarding transitioning your duties, reassigning your desk, covering your shifts, and even filling out your retirement paperwork, so I don’t think confidentiality about why it is you are leaving is possible. In fact, it might lead to people speculating about your health, your performance or even your conduct.” 

I believe you should, yourself, be prepared with entirely reasonable responses, like: “I understand that, and anticipated that, but surely you can (a) do your very best to (b) tell only those who really must know, (c) tell those people who must know as late as is reasonably possible, (d) request that each person keep the news of my retirement as confidentially as possible, and (e) let us together make a plan and find ways for me to help you do just that.” 

In “navigating” your way in, around and through situations in the workplace, it is always wise to pretend you are the “other person,” and anticipate his or her perspective, concerns and interests.

With this in mind, you are then much more capable – and can be prepared – to work “around” those issues that can be worked around, all to better navigate to the goal you seek. 

6. As to your question about accrued but unused vacation, the answer is “It depends.” Dennis, I am not admitted as an attorney in Ohio, but to answer your question I have done some internet research on the law in Ohio on this point. It seems that Ohio law takes a two-step approach: First, if your employer does not have a clear, written policy that says, in effect, “Employees forfeit their accrued but unused vacation days,” then you are entitled to have them paid to you when you leave. But if your employer does have a clear, written policy that says they are forfeited, and under what circumstances, commonly to be found in policy manual, employee handbook, or hiring letter, then you do not get paid for them when you leave. 

For this you clearly have to consult with Human  Resources. 

I hope this has been helpful to you, and that you are successful in getting the confidentiality and accrued but unused vacation days. Congratulations to you, and enjoy your retirement!!   

My Best,
Al Sklover 

P.S.: Don’t forget: we offer Model Letters, Memos, Checklists and Form Agreements for almost every workplace issue, concern and problem that requires your smart navigating and negotiating. They show you “What to Say, How to Say It.™” Want to see our Entire List? Just [click here.] Delivered by Email – Instantly! 

Repairing the World –
One Empowered and Productive Employee at a Time ™

© 2013 Alan L. Sklover, All Rights Reserved.

“Prior notice is required; can I retire now anyway?”

Published on February 26th, 2013 by Alan L Sklover

Question: Alan, I have worked for our National Health Service for the past 39 years. I want to retire with immediate effect. The reason is my husband is not well. Will I have to work my notice? Many thanks.                                                            

Belfast, Northern Ireland

Answer: Dear Jayne, In light of your husband’s ill health, let’s see if we can find a way to assist you and him:        

1. Retirement programs – whether private or governmental – are almost always governed by a set of rules and regulations, often referred to as a “Retirement Plan,” “Retirement Policy” or similar title. That is where the analysis must begin. From the fact that you work for your National Health Service, my many years of working with these matters makes me presume that its retirement program has a formal set of rules, regulations and procedures that participants in its retirement program must abide by in order to collect its benefits. We commonly call those a “Retirement Plan” or a “Retirement Policy.” In that document or list of rules you will find the first step in our analysis: do you have a mandatory “notice period,” and if so, what exceptions to that mandatory “notice period” may be available to you? 

2. To find out how you may be able to obtain a copy of your agency’s Retirement Plan, contact the agency’s Human Resources Administrator or Benefits Department. Most employees have never seen their company’s or agency’s Retirement Plan. It is important that you or someone you trust review that Retirement Plan, or at least a summary of it, which is commonly called a Summary Plan Description, or “SPD” for short. May I suggest that you request a copy of that Plan or Policy from your Human Resources or Benefits Department, or ask if it is available for review on the internet. These documents can be quite lengthy, obtuse and confusing, and may require the trained eye of an attorney. But, before hiring an attorney, try to review it by yourself. 

3. It is not uncommon that employers change or replace Retirement Plans every few years, so do not be surprised if you find out that you are a participant in more than one Retirement Plan. Every now and then, an employee Retirement Plan will be amended, to change its “rules,” including, possibly, its rules about “retirement notice.” Also, every now and then, an employee Retirement Plan is terminated, and a new employee Retirement Plan is put into effect in its place. For this reason, it is possible that you are a participant in more than one Retirement Plan, perhaps as an example, one that covers the first 25 years of your employment, and one that covers the later 14 years of your employment. For this reason, you may have to review the rules and regulations of more than one Retirement Plan.  

4. If your Retirement Plan (or Plans) requires a prior notice of your intentions to retire (say, for example, 180 days), you may be able to use what we sometimes call “Notice Alternatives.” Many times, when a Retirement Plan has a notice requirement, we find that the Plan’s rules and regulations either expressly permit (or at least do not expressly prohibit) the employee from using accrued vacation to satisfy the “prior notice” requirement. So, for example, if over the years you have earned, but have not used, 200 days of vacation time, you may be able to (a) stay at home with your husband, (b) collect your accrued vacation pay during the “notice period,” and (c) gain the overall advantages of retiring immediately, even though you are not technically retiring at this time. The same goes for accrued but unused sick time, or what some employers call Paid Time Off (commonly called “PTO”), which sometimes can be used as a form of “Notice Alternative.”

Another “Notice Alternative” that you might be able to use to gain the same advantage is a paid leave of absence. Some employers, both private and governmental, permit their employees a paid leave of absence to care for ill family members. If your employer does – either according to formal Retirement Plan rules, or by means of informal “Go ahead” from your manager – this may be a mechanism that would provide you with the same advantages as an immediate retirement.  

5. Some countries (or states or provinces) have related laws that are available to help out people in your situation, too. For example, in the U.S. we have a law called the Family Medical Leave Act (or “FMLA,” for short) that permits people with illnesses or sick family members, to take up to 12 weeks off on unpaid leave of absence. If you have such a law where you are, it could be used to take a leave of absence, and during that leave of absence satisfy the “notice” you must give. While the U.S. law does not provide for pay during the leave of absence, you might have such pay available to you, either by means of the law, or the policy of your agency. That is, some U.S. employers voluntarily pay the employee during a FMLA leave of absence, and your National Health Service might do so, as well. 

6. In addition, if your Retirement Plan (or Plans) requires a prior notice of your intentions to resign (say, for example, 180 days), you may be able to use what we sometimes call a “Notice Exception.” Let’s say that, upon inspection, your Retirement Plan requires a prior notice of 180 days, and that you want to begin retirement immediately. Every Retirement Plan has a person or a group of people who administer the Plan, and make decisions on issues that arise under the Plan. In governmental agencies like yours, it is most commonly called a “Retirement Board.” Almost always, you will find that they have a degree of discretion in how they administer the Plan, and interpret its rules, and are willing to do so when fairness, compassion and justice suggest it would be wise to do so. 

A Plan participant, like yourself, may be entitled under one of the Plan’s rules to an exception to those rules commonly called a “Hardship Exemption.” This is a mechanism that permits the Retirement Plan to be applied to provide relief from a pressing hardship to a Participant (or a Participant’s family). “Hardship Exemptions” are most commonly provided to those who are, themselves, quite ill, and often to people, like yourself, who have sick family members. Another not uncommon Hardship Exemption would be that exception to a rule available to those who are facing homelessness, or calamity due to fire, storm, flood, etc. Look for language in your Retirement Plan that provides a Notice Exception – and, especially a Hardship Exemption – like these.     

7. Even if your Retirement Plan does not have language in it that permits a Notice Alternative, or a Notice Exception, you should consider asking for one anyway. No doubt you have heard the sayings “There is no rule without an exception,” and “There is no rule that has not been broken.” Well, there is no harm in asking for an exception to the “prior notice” rules.

I strongly believe that, so long as a request is (a) respectfully made, (b) reasonable in nature, and (c) has a good reason or rationale behind it – here, that you need to take care of your ill husband – there is no downside risk in asking for “relief.” Just find out who the Retirement Plan Administrators or Board Members are, and “tell them your story” in writing. I often suggest that, when doing so, people in your circumstances make reference to the Golden Rule that forms a part of many of the world’s religions: “If you were in my circumstances, I am certain you, too, would make this request; I know that, if I was on your Board, I would surely approve it.” I think this might just be that much more effective in your work context: the National Health Service, where people may just have an extra dose of compassion in their hearts. 

8. If you do end up having to give prior notice, make sure you give it in the right form, and transmit it in the right fashion. If it turns out that (a) your Retirement Plan does not include any Notice Alternatives, (b) your Retirement Plan does not include any Notice Exceptions, and (c) your request for consent to give immediate notice and immediate effect to your retirement is denied, I do urge you to be quite careful about (a) the “form of your notice,” that is, it either uses the right application form and/or contains the right information and documentation, and (b) your notice is “transmitted correctly,” that is, it is addressed to the right people, sent the right way and sent within all required deadlines. The “rules” on “form” and “transmission” should be set forth in your Retirement Plan(s). If you send in the notice incorrectly, it may just delay the eventual initiation of your retirement benefits.      

Jayne, you are surely to be commended for taking the time to devote to your sick husband, and you are to be congratulated on your long-term service to your National Health Service. My prayers are with you and your husband.   

My Best to You,
Al Sklover

P.S.: Al Sklover is available for confidential telephone consultations of 30-minutes, 60-minutes, or two-hours. For more info [click here.]  

Repairing the World –
One Empowered and Productive Employee at a Time ™

© 2013 Alan L. Sklover, All Rights Reserved.

Alan L. Sklover

Alan L. Sklover

Employment Attorney
and Career Strategist
for over 35 years

Job Security and Career Success now depend on knowing how to navigate and negotiate to gain the most for your skills, time and efforts. Learn the trade secrets and 'uncommon common sense' of Attorney Alan L. Sklover, the leading authority on "Negotiating for Yourself at Work™".

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