Many smart and well-meaning executives will invest more time evaluating the purchase of a car or family vacation than evaluating a job offer. We’ve worked with clients who’ve moved from Europe to Toronto only to have the job offer presented much differently than when it was previously negotiated, and this causes misery for the candidate and his or her family.

According to a recent New York Times article by Roxanne Gay (“My New Job Did a Salary Bait and Switch, and I Want Out”, Feb. 5, 2021) the bait and switch tactic is on the rise:

“I have now been back at the job for nearly a year and am miserable. There’s little room for growth, and I’m being tasked with responsibilities I both dislike and am not good at.”

You can take control of your job offer with some basic due diligence.

My friend and colleague, Amy Bradbury, joins me to discuss employment trends, mitigating risk, struggles relating to Covid-19, determining the “right fit”, negotiating job offers, and much more.

Amy is a partner and experienced labor and employment attorney with expertise in Workers' Compensation, Labor Relations, Pension and Benefits and Judicial Review. She assists clients with drafting workplace policies and the collective bargaining process.

According to Amy:

“Employees are often focused on things like benefits and salary, and they don't think about looking at those termination provisions…or looking at whether there could be restrictive covenants that could affect their ability to find other employment if they move on.” 

Listen here.

We are located in Nova Scotia (eastern CANADA) where the summer season is short. Here is my husband, Patrick, getting ready for a sail around the Bras d'Or Lakes, in Cape Breton, Nova Scotia. Even in the summer it can get chilly. Cape Breton has been ranked the #1 island in North America by Condé Nast Traveler.