How and When to Resign Archives

“On FMLA. Don’t want to return, but want unvested stock. What can I do?”

Published on December 4th, 2014 by Alan L. Sklover

Question: I am currently out on Family Medical Leave Act (“FMLA”) to help my mother who is sick. I do not want to return to work after my leave time is over. However, I have a significant amount of stock that vests on December 31st and I don’t want to sacrifice this significant payout.
At the same time, I don’t want to burn any bridges.

If I give two weeks notice on December 22nd, which means my last day is January 5th, and my employer instead stops my employment immediately, is my last day of employment December 22nd or January 5th?

Thank you!

Don’t Want to Lose Out
Nashua, New Hampshire

Answer: Dear Don’t Want to Lose Out: You are wise to try to keep what was awarded to you for past service, and to do your best to plan your departure so as not to leave empty-handed. Your thoughts are on-target. Here’s my answer, along with a few other things to think about:
Read the rest of this blog post »

“Use ‘The Three D’s’ when resigning from a good job.”

Published on March 7th, 2013 by Alan L Sklover

Question: I have a job offer that’s going to pay me much better than my current job. I have been working at the current organization almost 6 years now. I have a wonderful boss, got excellent opportunities, responsibilities, recognition and success. The only reason I want to leave is the pay offered by the new job. 

I will have to stay here for at least the next two to three years to reach the higher pay scale being offered to me in the new job. 

Everyone here has been so nice that it would not be nice to mention pay as a reason to quit. I do not want the stigma of seeming un-loyal, and do not want to hurt anyone here. 

How do I convey my decision and yet keep relations intact?                                                           

Name Withheld
Pune, Maharashtra, India 

[Note to Readers: Pune is the seventh largest metropolis in India, an important center of political, educational, cultural, spiritual, sports and business activity.]   

Answer: Dear Visitor: For the benefit of my blog readers, I enjoy answering a variety of questions, and I especially enjoy those questions that are “a little different.” Your letter made me consider and apply a bit more of my “beliefs” than my “knowledge.” Here is what I mean:     

1. First and foremost, I applaud (a) your appreciation for the goodness around you, and (b) your concern for the feelings of others. Though your appreciation and concern are not exactly central to the question you present to me, they comprise its context, what I sometimes refer to as the “ground from which your question grows.” Appreciation and concern – or perhaps the words gratitude and compassion might be more accurate – are positive elements in any life, and in any life experience that is shared with others, such as work. I am confident you do not seek “applause,” but I “applaud” your appreciation and concern, nonetheless.    

2. Second, while I do not know the amount of pay increase in question, or your financial needs, may I suggest that you give thought to your entire set of “employment values.” Having been in severe financial need at times in my own life, I would never say that money is not important. It is often very important, especially when it comes to providing necessities for others in our lives. That said, your description of your employers, your colleagues, and the great personal fulfillment you find in your present job, is an unusual one in how positive and rewarding it seems. In my experience, what you describe as the extent of positive attributes of your present job are difficult to find in this world, and should not be given up on without very good reason. Perhaps I say this because most of my clients, and most people who write to my blog, have very significant problems at work, and very few who write to me find such satisfaction and fulfillment in their jobs as you do from yours. I just want to share with you my positive feelings at hearing of your positive workplace experience, and my sense of how fortunate you are in this respect. I consider periodic review of, and changing course in light of, a person’s “employment values” to be a valuable self-discipline. 

If I might suggest you review a newsletter I have written on the subject of “employment values,” to which I refer quite often. To review it, just [click here.]  

3. Third, have you considered a candid conversation with your boss – who you describe as “wonderful” – to discuss your dilemma? I am reminded of an old Yiddish saying that goes “It is no shame to be poor, but it is no honor, either.” While you seem to view discussions of compensation with discomfort and unease, bear in mind that your losing your good working relation, and your wonderful boss losing your good talents, may cause both you and him greater and unnecessary discomfort and unease than might a candid discussion.  

Experience teaches us that people often regret what they did not say, due to feared discomfort, than things they summoned up the courage to say, and did say. 

I cannot tell you how many times I have had a client like yourself – who is quite valuable, very loyal, and a great asset – leave a job, only to be told “Why did you not come to me and be honest with me? I could have gotten you a pay raise, and faster pay raises in the future?” Though it may seem to some like such a conversation may be “manipulating” or even “extortionate,” and thus seeking a counter-offer, who cares what others think when, in your mind and in your heart you know you are doing the right thing in the right way. 

It is for this reason that I often – but not always – counsel my clients to consider openness and honesty, in the right way, at the right time, in the right circumstances and – and here is the big one –  with the right boss. That last one – the right boss – is critical.

 4. If you want to avoid the possibility of any sense of disloyalty, that might require that you instead be less than candid, or even “a little bit dishonest.” Let’s both face the truth: if the sole reason you are considering leaving your present job is the higher pay being offered by your next employer, either you will say that fact with complete honesty, or you will be “a little dishonest,” what some people might refer to as being “diplomatic.” I do not believe that you must be 100% honest 100% of the time, but rather that it is acceptable to limit, tailor and/or modify the words you use to express yourself, depending on the people, situation and purpose of the communication. 

This is how I have heard this concept expressed: “If you meet a friend who has a newborn baby, and you think the baby is not at all a pretty baby, but rather quite unattractive, must you tell the parent the truth?” Is it a sin to say, “What a wonderful, happy and healthy baby!!”? I don’t think it is dishonest, although it is not exactly what you are thinking and feeling. 

As to your own situation, when  you explain to others your reason for leaving, I might suggest you offer that “A number of factors – all of them positive, and none of them negative about anyone at this company – led to my conclusion that a change was the right thing for me to do at this time.” That, it seems, is about 90% honest, and about 10% not exactly true. However, I would say that it is “honest enough” for the circumstances.   

5. So, I finally answer your question: How do you say it? With equal measures of (a) Dignity, (b) Diplomacy and (c) Determination. Let’s start off with “Dignity,” that is, maintaining your dignity toward others, as well as your dignity to yourself. If you are certain you are going to make the move to the new job, I would speak to your boss, and tell him or her of (a) your immense respect for him or her, (b) your deeply felt gratitude for the opportunities and respect given to you, (c) your fond memories of every day of your work and collaboration at the company, (d) your sense of continuing loyalty, (e) your inner turmoil about the move, and – last but not least – (f) your determination not to “burn any bridge,” “cut any cord,” or “ruin any relationship” that has grown so beautifully over the last six years.  

Now for “Diplomacy”: Be aware that, no matter how hard you try, your “notice” might be taken as a disappointment, or even a disloyalty. You cannot control others’ feelings, and you can’t be responsible for them, either. We can only be responsible and be held accountable for our own actions, as they may or may not take into account the feelings, interests and perspectives of others. No matter what negativity may come your way, accept it, and embrace it, without engaging in it, but offer up only “I am sorry you feel that way.”  

And now for “Determination”: Be aware, too, that your giving notice might also be met with pleas that you reconsider your decision, and even the presentation to you of a counter-offer, such as “What will it take for me to get you to change your mind and stay?” If, in your heart, you would consider a “counter-offer,” then I strongly suggest you reread section “3,” above, and consider a frank and candid discussion of your dilemma, but before you hand in your resignation. 

I say this because, if there is one thing that I have seen engenders a sense of “disloyalty,” it is a person who accepts a counter-offer, and remains on the “old” job. I say this because this often makes people feel like they were, in effect, “held up” or “extorted” under pressure. In fact, many people who accept counter-offers end up being terminated not too long afterward, as soon as the employer is able to replace him or her. Counter-offers can work, but they often end up developing a greater mistrust and sense of disloyalty. The message: if you resign, do so deliberately, and don’t consider counter-offers.     

For great info and insight, consider viewing our 12-minute Sklover-On-Demand Video entitled “Resigning – What to Do, How to Do It.” To do so, just [click here.] 

So, when resigning from a “good employer,” always focus on these “Three D’s”: Dignity, Diplomacy and Determination. With those as your guide, you will almost surely do well in your transition.  

As always, I hope this helps. Again, I applaud your approach to work, and I am confident that, no matter what you will do, you will be successful. And, also, thanks for writing in from India, where so many of our most loyal visitors live. 

My Best to You,
Al Sklover

P.S.: We get more compliments on our 100-Point Pre-Resignation Checklist than we do for any of our Model Memos, Letters, Checklists and Agreements. To obtain a copy, for your Peace of Mind, all you need to do is 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.

“Should I tell my family-business employer I am looking for a new job?”

Published on November 2nd, 2012 by Alan Sklover

Question: I am currently working with a third generation family business. I’ve been there 17 years without a signed employee contract. The problem is this: I have approached a direct competitor for a job because I am getting a slow process of feedback from all my attempts to enhance my career, and my financial constraints can’t wait.

Should I inform my employer of my discussions with their competitor to avoid burning bridges?

Alan
Durban, South Africa

Answer: Dear Alan: Your circumstances and your question both bring to mind many lessons learned the hard way by my clients over the years. I would like to share with you the most important lessons, and in this way answer your question:

1. Working for a “family business” can be both extra rewarding and extra risky. Businesses that are family-owned and/or family-operated present special considerations. First, those who own family businesses often treat their employees in an enhanced “family” way, that is, with extra concern and compassion for the families of their employees. I’ve seen extraordinarily kind and generous gestures made by owners of family businesses. Second, family-owned businesses do not have independent Boards of Directors, but rather Board Members who sometimes care only about family issues, but who also sometimes think most about family grudges, family slights and other negative aspects of family history. Further, those who leave family-owned businesses are often seen with a sense of great disloyalty, because they have not betrayed a person, or a company, but a family, and that kind of betrayal is often never forgotten.

Most importantly, you must always remember that – unless you marry a daughter or somehow get yourself adopted by grandma– you will never, ever, ever be a member of the family, with any or all of the positive or negative things that connotes.

2. As a non-family employee, your aspirations and expectations must always be limited. Chances are, you will never rise to a position of supervision or management, if any family member, or a son, daughter, niece, nephew, cousin, in-law or grandchild might want that position. Likewise, if you disagree with, or are treated unjustly or illegally by, a family member, no matter whether or not you are “right,” you will always be “wrong.” Are there exceptions or limitations to that? Sure, but they are few and far between. And, too, hopes and dreams about becoming highly compensated or even a partial owner of your family-owned employer are not at all likely to come true.

3. If you have been upfront and clear about your needs and desires, and they are not being sufficiently addressed, do not fear being accused of “burning bridges,” for you are doing nothing at all wrong. Family members should be “loved” just because they are family members. But employers and employees must each earn the “love” of the other, by good, honest fair and loyal treatment. Employment is a business proposition of sorts. Sure, you may be friends or more with your employers, but in its essence, employment is a business relation, and it requires sufficient business satisfaction – on both sides – in order to continue to work. If you have asked, and not received, you have done nothing wrong in seeking a different employer.

Might your employers feel you have been “disloyal” or “burned bridges” by going to work for a direct competitor? Sure they might, but that would be their error, their failing, and their loss. Even if you did not go to a direct competitor, just leaving might make some members of your employer’s family upset, angry and jealous. Focus on whether you are being fair and honest, not whether others will be upset that you are taking good care of yourself and your own family.

Your own family comes before their family. Period. As it should be.

4. Please, Alan, do NOT inform your employer of your discussions until, at the very least, you have a firm, written offer of employment from the competitor, and preferably a written contract that provides employment for at least one year. There have been many times in my career that clients have told me that they had done what you seem to be considering – letting their employers know they are discussing employment with another employer. I think that in each such case, my client has regretted doing so.

Some have been fired on the spot. Some have been promised “the sun, the moon and the stars,” only to then have “the sun, the moon and the stars” never delivered, once they turned down the other job offer. Some have been made counter-offers to stay, only to be viewed as disloyal and with suspicion, and then fired at the most convenient time, that is, after their employer has had an opportunity to replace them. I cannot remember a single client who was happy he or she did what you are considering.

5. Instead, only after you have your new job offer firm in hand, clear and committed to hiring you on terms and conditions you want, should you even mention the possibility of your leaving to your present employer. We sometimes refer to the phrase “positional leverage.” By this we mean to express that an employee’s “position” affects – up or down – how much he or she has leverage to get what he or she wants.

As examples: If you have a firm, unconditional and positive offer in hand, then it will take your present employer doing the same to keep you.

On the other hand, if you are fired from your present job, and you don’t yet have a new position that is firm, unconditional and positive, then your prospective employer can give you less of what it is you want.

Here’s the message: “Always seek solid ground before taking a long leap.” (Yes, I just made that up.) Your position can determine – for better or worse – your leverage, so always seek the strongest position before bringing about risk or change.

6. If you have been honest, give reasonable advance notice, and don’t do anything dishonest, immoral or illegal, you have not “burned a bridge,” no matter who may feel abandoned or let down. In the end, Alan, we must all live with ourselves. When you wake up in the morning, it is your face that you will find looking back at you in the mirror. When you put your head on your pillow at night it is your view of yourself that you will sleep on.

By seeking better opportunity and reward from a different employer, if you do it with integrity, you are not burning a bridge, but only crossing a bridge, hopefully to a sweeter life.

For great info and insight, consider viewing our 12-minute Sklover-On-Demand Video entitled “Resigning Your Job: The 21 Necessary Precautions.” To do so, just [click here. ]

Also, you might be interested in obtaining a copy of either my 100-Point Checklist for Resigning from Your Job [click here] or my “Ultimate Guide to Resigning from Your Job.” [click here.] They are both so helpful.

From one Alan to another Alan, from New York to Durban, you have our best hope that your employment transition goes well, and that you get all you wish, want and deserve from your next employment relation.

Very Best,

Al Sklover

P.S.: Know someone facing job loss, Bully Boss, or retaliation? Do them a favor: mention our blog site to them. Compassion is where it all starts, where it all ends, and where it all is. That is what this blog site is all about.

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New Job 13: Six Important Elements to Request Be In Your Expected Job Offer
New Job 15: Model Request for Sign-On Bonus
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Job Issues 5: Model Response to Request That You Sign a Non-Compete

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© 2012 Alan L. Sklover, All Rights Reserved.

“How should I tell my mentor and HR I want to resign after one month?”

Published on October 10th, 2012 by Alan L Sklover

Question: I just read your article about resigning from a good company. I have been given an opportunity in another company, but I have only worked at this company for one month. My mentor had been pretty helpful in assisting me into my present role. So much so, he had great plans for me. But I see myself not being able to fulfill this position, as the time goes by. 

And now I want to resign to move on to my new position. I’m not sure how I should put this news forward to my mentor and my HR department. 

Thanks.

Clarence
Singapore

Answer: Dear Clarence: Though I don’t know too much about your relation with your mentor, it is because I consider mentor relationships to be so very valuable that I always encourage people to treat such situations with the utmost of care. Here are my thoughts:       

1. First, are you really certain that your present position will not – and cannot – work out well? So much of my professional law and counseling practice concerns people in employment transitions, that is, “Going in, going up, and going out.” Whenever I represent or counsel a client going into a new job, I try to keep in touch with him or her for a while to assess how they are doing, and what might help during the early transition phase. I can tell you from my experience that sometimes early impressions are wrong impressions, and often change over time. “New shoes cause more sore feet than do old pairs.” I caution you that you may be in a difficult first month of transition. Given time, given flexibility, and given some guidance and coaching, this present job just might work out well, if given the chance. Keep that in mind.   

2. In fact, you seem to be facing the fairly common anxiety and self-doubt of “I won’t be able to fulfill my responsibilities.” Perhaps far more often than people imagine, new hires face serious self-doubts, and fears of failure, which are essentially what you have expressed. When reading your note, I first noticed that you are not complaining about the workload, or the pay, or a difficult boss, but only of seeing yourself as not being able to fulfill the job responsibilities of your position  you now face. Don’t forget that fears of failure are often self-defeating, and that fears of failure are a primary cause of failure. I ask you to consider the old saying, “If you think you can, or if you think you can’t, either way, you are right.” Sure, every one of us has faced these fears, and they say that the very best actors and athletes all have these fears daily . . . but convince themselves not to focus on negativity, but to focus instead on positives on their side and successes they will achieve. They visualize themselves winning the gold medal, not failing to finish the race. And, in this way, often take home that very gold medal they envision. 

3. This new-job anxiety can be compounded by the special concerns mentees often have for disappointing their mentors, but a heart-to-heart talk with your mentor may be the precise “medicine” you now need. Mentor-mentee relations are special in how uncommon they are, in how valuable they may be, and in how carefully they need to be handled. Sometimes having a mentor relation puts extra pressure on a new job holder, who feels he or she must do well in a job arranged by a mentor, or suggested by a mentor, or it would be an insult or reflect negatively on the mentor. In this way, having a mentor relation can be a kind of extra burden, and lead to exactly the self-doubt you seem to be feeling. 

Keep in mind that, ironically, it is very likely that your mentor is the best person in the world to discuss what you are facing, though you may fear doing so, for he or she may have insights about (a) you, (b) your company, (c) your job, (d) your future, and, too, (e) a strong desire to see you succeed, all of the very best things you may need to relieve your anxiety, self-doubts and fears.     

4. Consider, too, that “The grass always seems greener on the other side of the fence.” Clarence, one of my concerns is that you will have on your resume a very short period of employment with your present employer; what happens if the same thing takes place at your next employer? Two short duration jobs may make you appear quiet unstable, even though other events and circumstances may be to blame. So very often I find my clients have run away from the “frying pan” only to find themselves “in the fire.” So very often, people actually fantasize that “the next job is surely going to be better,” and quite often they are wrong. Don’t forget that in your next job you may have the exact same fears and anxieties that you now have, only you may have a very difficult time explaining that to other prospective employers in the future. 

5. If you decide to make the move, (a) speak to your mentor informally first, and (b) in writing to HR only after you have confirmed your next job in writing. Discussion of what is on your mind should take place, first, with your mentor, in private, and with candor. Then, if he or she has spoken, and you have listened well and given what they say real thought, with all due respect, and you decide to leave anyway, then your next step would be to notify your Human Resources representative, preferably in writing, with care and precision. As you may know, resigning is a rather complicated thing to do if you do it well, with many things to consider, do and remember.  

Perhaps the most important thing to make sure you do is to confirm in writing the important details of your next job with your next employer, to reduce risks that you and they are not in agreement even on some of the basics. Only after written confirmation of basics of your new job, should you present a signed resignation to Human Resources at your present job.  

For great info and insight, consider viewing our 12-minute Sklover-On-Demand Video entitled “Resigning from Your Job: What To Do, How to Do It.” To do so, simply [click here.]   

We also offer a complete list of letters, memos and our 100-Point Checklist for Resigning in our “Ultimate Resignation Package,” available to you by just [clicking here.]    

Clarence, I hope this is helpful to you. I wish you the best in considering what to do, and then doing what it is you decide is best for you. 

Best,
Al Sklover

P.S.: With your possible new job in mind, one of our most popular “Ultimate Packages” of forms, letters and checklists is entitled “Ultimate New Job Package” consisting of 9 items, including Resume Cover Letter, Thank You After Interview, Memo Confirming Terms Offered, Response to Offer Letter, our Master Checklist of Items to Negotiate, and 50 Good Reasons to Explain Your Departure from Your Last Job. To obtain a complete set, just [click here.]

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

© 2012 Alan L. Sklover, All Rights Reserved.

“How can I best resign to a very good boss?”

Published on July 20th, 2012 by Alan L Sklover

Question: Hi, Alan. I need your help for my resignation. 

I’ve been in my current job for 7 years. I’ve been successful and achieving for the first 5.5 years. My productivity went down dramatically since 1.5 years ago when I became a manager of 9 persons after I originally started as a lower level employee. My boss (the company owner) is always showing his frustration, but always trying to encourage me to be the old super productive employee that he had. So he still believes in me. 

Now I’m sick of the job and I’ve gotten a better offer. How can I tell my boss that I am leaving knowing that at the top of my unproductivity and zero efficiency he always gave me chances and tried to change everything around me to help me. And still till now he is building high hopes on me. 

I’m sure that he will feel betrayed. So how should I convey to him my resignation?? Thanks.

Hani
Beirut, Lebanon

Answer: Dear Hani, It is so good to receive a letter like yours. Your boss has treated you well, and now you do not want to treat him badly, or make him feel badly. Because you have decided to leave. Your letter conveys a rare sweetness in your soul, and a rare dignity in your boss, that are both so very admirable. I hope I can assist you:  

1. The only guide to the best way to treat someone – in any relation, in any situation – is to imagine and pursue the way you would want to be treated if you were him or her. I truly believe it is no coincidence that almost all of the major religions of the world agree on this simple guide to a good life, often called The Golden Rule. In different situations, and in different relations, it can be difficult to consistently recall this “rule,” and to appropriately apply this “rule,” but it is, to me, always the guiding “rule.” It requires a temporary laying to rest of our own feelings, our own interests and our own perspective, and our trying with utmost effort and sincerity to experience the world from that other person’s feelings, interests and perspective. It is sometimes not an easy thing to do, but the nobility of it is in the effort. It is true compassion, what many believe to be the highest state of human relation.   

2. Resigning from a job is often experienced by the employer as a hurt, an abandonment, and a disloyalty. I know this from first-hand experience, because I am an employer, and I have had numerous people resign from employment with me over the past 25 years or so. The sense of loss, the sense of unfairness, the sense of hurt is at times quite strong, sometimes even overwhelming. And the intensity of those feelings of loss, unfairness and hurt is often greatest when the employer – like your employer – has exhibited loyalty, patience, generosity and forgiveness to the employee.    

It is often a sense that “After what I did for you, how can you do this to me?” However, there is no such “deal” and no “agreed equality” in any relation, let alone the employment relation. 

3. Compassion requires that when resigning from employment – and especially from employment by a caring employer such as yours – an employee should take appropriate steps to acknowledge and address the employer’s likely feelings of hurt, abandonment and disloyalty. When someone “leaves” us, in any relation, it is quite common and nearly natural to have feelings of abandonment and disloyalty. Those feelings are heightened when we have given much of ourselves to the person who is “leaving” us. It can be experienced when an employment relation ends, when a marriage ends, and even when a close one passes away. I can recall those feelings, myself, when those things took place in my own life.

Compassion requires taking steps to acknowledge and address those feelings in the other person without your employer. In resignation from employment, I suggest you consider incorporating one or more of the following expressions to do just that:

  1. Begin with His Value: “You are important to me, and always will be.”
  2. Express Appreciation: “You have treated me so well; I will never forget that.”  
  3. Demonstrate Respect: “You are a man of respect, and deserve nothing less than respect.”
  4. Acknowledge His Feelings: “If you are disappointed or hurt, I can understand that.”
  5. Show Concern: “I realize this may be difficult for you.”
  6. Make Yourself Available: “I will do all I can to assist in the transition of my duties.”
  7. Do Not Blame: “I am not leaving this job as much as I am going to a new job I believe is better for me and my family.”
  8. Address Abandonment: “I will be available to answer questions that may arise in the future.”
  9. Address Disloyalty: “Please do not view this as a disloyalty to you; it is, instead, a matter of dedication and commitment to my family.”
  10. Address Hurt: “If you feel hurt by this, please know that this is not my intention, and the last thing that I would want to do is to hurt you.”   
  11. Inquire About How You Can Help: “What can I do to minimize any concerns you have?”
  12. You are Not Really “Leaving”: Instead you are going to a more appropriate job.   
  13. Provide a Positive Explanation: “My new job provides opportunity not possible here.” 
  14. Be Clear: “My mind is clear, and certain, about this move.”

Of course, these are just a few of the ways you can be compassionate in resigning so as to reduce the likelihood of feelings of hurt, abandonment and disloyalty. There are many, many others, all based in The Golden Rule and compassion. As an employer myself, I know I would feel better hearing these things from an employee who was “leaving” me.   

4. Compassion does not mean you are responsible for the feelings of others, but that you are aware of them, and have concern for them. You may also have feelings at work at this time, and they, too, are important. You should not feel that you are responsible for your boss’s possibly feeling betrayed or abandoned. Life is full of disappointments, and this may be one for him, but that does not mean you are to blame.     

Hani, as you probably know, I get many more emails describing bosses who are not good, not giving and not dignified as yours is. I am pleased to get your email, and to read of your own concerns for your boss’s feelings. How refreshing, and “recharging” of my own internal “batteries,” as well. I hope these thoughts have been helpful to you. Good luck in your new job.

P.S.: You might be interested in our 100-Point Pre-Resignation Checklist. To obtain a copy just [click here.]

My Best to You,
Al Sklover


Received a Job Offer? Be Wise: Use Our
Model Letter Confirming Basic Points of a Job Offer.
To Get a Copy, Just [click here.]

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

© 2012 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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