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Are you worried about negotiating your employment contract?

Whether you are just breaking into Indiana’s professional field or are a seasoned veteran in high-level management, you want an employment contract that benefits you. The process of developing that contract, however, can be highly stressful, particularly if it creates tension between you and your new employer. Here are a few tips to make sure that you and your employer both walk away from the table satisfied.

Entrepreneur emphasizes that first and foremost, it is essential that you do not rush the process. Particularly if this is your first time negotiating an employment contract, you should take a deep breath, put down the pen and read through the terms. You are under no obligation to sign the first draft, which is a good thing because the contract will only improve with revision.

As you review the contract, do not be afraid to ask questions. Pick up the phone or send out an email to communicate with your employer whenever you need clarification. Ironing out problematic language at the drawing table can prevent issues from arising after the contract is signed and sealed.

Bring a clear picture of what you want to the negotiation meeting, and do not be shy about speaking up when your employer’s requirements do not work for you. At the same time, you also need to be sensible and realistic; after all, negotiation is a two-way street, and you are entering a partnership with your employer. Here, background research might help. Talking with other professionals in the industry may give you some idea of what you can reasonably expect from your employer and what your employer can reasonably expect from you. If you cannot find common ground on the big items in your contract, this job might not be right for you.

Many people find it useful to seek professional assistance during the contract negotiation process. A qualified third party can help you manage the paperwork, navigate the intricacies of negotiation and protect your interests.

This information is provided for informational purposes and is not intended as legal advice.


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