Things To Avoid During A Salary Negotiation

When you find yourself preparing for a job interview there are certain things you should know. Knowing the right and wrong things to say can make a difference and turn the outcome of that particular interview into a success or an immediate disaster. Sometimes it is not all about the things you could say, it is also about the things that you shouldnt say. When it comes to salary negotiation, here are some tips on the things that you should avoid if you can.

One thing you shouldnt do is enter into a salary negotiation unprepared. When going for your interview, it is a good thing to have a salary figure in your head so that you know what you will demand from the interviewer. A lot of times people get shocked when they have nothing to say when they are asked about how much they want to receive as pay. Perhaps if you are unsure about the amount, you could give a reasonable range for the both of you to work with.

Most people also tend to be very shy when it comes to negotiations. You should avoid this because chances are you will not get what you want if you do not speak up about the truth. Remember that you are entering a negotiation, so you should mention the salary that you want to get. If you are worried that your boss will not accept the salary that you want then be resourceful and divert the conversation to other compensation packages.

Remember to be patient when it comes to negotiation. Never make the mistake of mentioning any monetary figure while you are talking to your boss. Not only is it unprofessional, but in most cases, it gives you less of chance to get the salary that you want.

If things go well and you feel that you are moments away from getting what you want, remember not to give them an answer right away. Request that you are given a few days to think over the offer given to you. It is equally as important to think about other compensations such as signing bonuses, transportation compensations, sick and vacation leaves, and various allowances. What you shouldnt do is to take the bait as soon as you can because rushing minimizes the good things that can come out of a negotiation.

Going through a salary negotiation isnt the easiest thing to do, and in most cases, it is even the most uncomfortable part of getting hired. Nevertheless, it is something that you will have to go through because it is part of the whole process. By knowing the things that should be avoided, your chances of getting the salary that you want are increased nonetheless.

Four Types of Income Exclusions

We are all interested in saving taxes. Through effective tax planning you can preserve more of your wealth (or wealth that passes to your heirs) through eliminating income taxes on the gain. There are four types of income that may be excluded permanently.

Income Exclusion #1 Excluding Gain Realized Appreciation of Personal Residence

This tax rule makes home ownership a must. If you sell your home at a gain that was your primary residence 2 of the past 5 years, you can exclude up to $500,000(jointly owned) of the residence gain. If the gain is owned by only one individual the gain is limited to $250,000. The gain on sale of residence can only be used only once every five years. For more information on this rule please reference IRS Publication 523

Income Exclusion #2 Excluding Gain on Community Renewal Property

If you purchase a piece of property in a community renewal area and then sell the property at a gain, you will pay no tax on the capital gain. Any portion of the gain attributable to periods before January 1, 2002 and after December 31, 2009 will not qualify. There are 40 authorized community renewal area across the United States. A community renewal area is designated by the Secretary of Housing and Urban Development and Agriculture. The community renewal areas are not necessarily in low income areas. For example, in San Francisco, the community renewal area takes in most of San Franciscos financial district. For more information on the 40 community renewal areas please visit the United States Housing and Urban Development website at .

Income Exclusion #3 Excluding Gain on Property Due to Death

When a person dies, all the property that they own is revalued to the market value as of the date of death. This means if the decedent owned stock worth $1 million as of the date of death, new cost bases for the stock will be $1 million. The surviving spouse and/or heirs disregard the actual cost of stock. This special rule should encourage individuals to hold onto highly appreciate assets and let the transfer of assets occur after the date of death. Thus, Uncle Sam will not capture the income tax on appreciated property. This special property revaluation does not apply to stock or assets held in an IRA account or Qualified Pension.

Income Exclusion #4 Excluding Gain on Life Insurance Proceeds

Life Insurance proceeds received by an individual are excluded from income tax unless the policy was turned over to you for a price. This same rule applies even if the proceeds were turned over under an accident or health insurance policy or endowment contract. For more information on excluding Gain on Life Insurance Proceeds see IRS Publication 554 .

How To Keep Staff Motivated In In Recession

What does it really matter whether or not staff enjoy their job, happy and enthusiastic in their roles, so long as they get the job done?

Well studies show that motivated, enthusiastic employees are more effective, productive, take less time off and are more likely to stay with the firm, resulting in fewer customer complaints and higher profits.

Unfortunately most employers treat their employees like a replaceable commodity rather than their biggest asset. In these tough times, sometimes it seems the only way to stay afloat is to let some employees go. This results in the morale of any remaining staff to fall. Low morale means low productivity. Couple this with the bad publicity that losing staff will bring, meaning lower sales, and it’s a recipe for disaster.

So while it’s tempting to cut expenses by cutting staff, employers should first consider the impact that this will have on the future of the company. If you have no other option than to cut staff, you should communicate this with your staff so that they understand exactly what is happening and why, and demonstrate your support. Become aware of declining motivation by looking out for things like more days off sick which could indicate either stress related illness or even going for job interviews.

The biggest way you can motivate employees in tough times is to give them a sense of security. Let them know that layoffs are the last resort rather than a quick fix. Talk through your goals with your employees and encourage them to have their own goals. This helps them to become emotionally involved in the attainment of the goal. Involve employees in a motivation programme and provide ongoing positive feedback. Encourage a community spirit and comradeship by involving your staff as much as possible, encourage their input and listen openly to ideas. Build a culture in which your people co-operate to beat the competition rather than fight amongst themselves.

If you are open and honest, you will find that your people will pull together and may come up with alternative suggestions such as taking a temporary pay cut.

Bronze, Brass And Glass Trophy Plaques For Your Staff

Presenting an employee with a plaque is a great way to reward employees for performance outcomes. There are employee reward programs that are specifically designed and tailored to a clients needs. Some of the key features may include authorized officers securing online reward allocations, secure redemption online of rewards by employees and secure and streamlined management.

Trophies and plaques are cost effective as you pay a wholesale price which affords you a saving of around 15 to 20 percent. In addition rewards for employees are paid for on redemption and not allocation and also improves controls and reduces HR admin costs. When ordering online the trophy is branded and tailored to the clients specifications. Notification can also be sent electronically to the employee or can be hand delivered to the presentation.

Rewards can be structured whereby you have an unlimited redemption period or can be structured with a defined redemption period. You can also opt for regular reports at the cost of the company and you will be assigned to a relationship manager who will have the specs of every aspect of your rewards program. Studies have revealed that cash rewards are outdated, although for industries such as sales, cash rewards are a big incentive. Many business owners offer bonuses as incentives, which are mainly aimed around employees coming up with business ideas and ideas on how to cut manufacturing costs.

Companies have found that such incentives, these programs have paid for themselves thousands of times over in term of revenue enhancement, cost savings and efficiencies. However, further studies showed that non cash rewards were three times more effective when it came to return on investment as opposed to cash incentives. There are several options when it comes to choosing bronze, brass and glass trophy plaques that will boost an employees moral and will also help to boost productivity. Awards can be made readily available to employees as a sign of appreciation and thank you for their support and efforts as well as ongoing loyalty.

Awards are individually branded and tailored according to specifications. Businesses that offer rewards, at the same time increase their profile as well as enhance their reputation. Employee rewards enables businesses to demonstrate that they are offering high standards for their staff and are inline or above their competitors.

Companies with reward programs, puts out the message to potential employees, which in turn make it more likely for them to choose your company and stay with the company. There are significant benefits for companies that support their staff and offer rewards of which can be beneficial in that staff feel valued and they are more likely to remain with the company long term.

Fair Employment And Housing Act (feha) Claims Processes

FEHA claims and hearings usually deal with sexual harassment and other discrimination suits in California.

FEHA or the Fair Employment and Housing Act, is a statute of California which provides protection from employment discrimination based on race, color, national origin, religion, marital status, sex, age and medical condition.

It is a powerful statute that is often used in conjunction with existing federal discrimination laws.

Although it is mostly the same as its federal counterparts, it provides discrimination and harassment victims better avenues in pursuing their claim.

Aside from providing better avenues, it also provides stiffer penalties or punishments that are often not included in the federal discrimination laws.

Some of those are the imposition of attorney fee awards and reimbursement of case related costs.

The FEHA, together with California state laws, also allow the award of punitive damages if the victims are able to prove that corporate directors, officers or managers committed acts of discrimination and harassment, or if they have cultivated a culture where discrimination and harassment is allowed.

Filing a FEHA Claim

Whether youre are seeking to initiate an investigation or filing a lawsuit for harassment or discrimination, the process usually starts with the victim filing a complaint to the California Department of Fair Employment and Housing.

The California Department of Fair Employment and Housing is the governing body that enforces the FEHA laws.

The statute of limitation for this type of claim is one year from the incident of harassment or discrimination.

The California Supreme Court though, gave consideration to employees who try to resolve the discrimination issue within the internal grievance and remedy system of the company before filing a FEHA complaint.

The decision was made to remove the confusion on whether the employee should consider resolving the issue internally or just skip it altogether and just file a FEHA complaint to avoid going past the statute of limitation.

Getting a Lawyer

Pursuing a FEHA claim can be very complicated. Choosing whether you would file with the Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing Act can be confusing.

Filing to either can be useful in investigating discrimination and harassment charges to alert the employer that they should review their policies and do something to curb the problem

If it is a case of wrongful termination though, it would be somewhat useless to report to either agency.

Neither agency has the power to reinstate you to your job or make the employers pay for their unlawful conduct.

Most employment law attorneys advise their clients to use the right to sue system, where you forego the investigation, and move on to filing a civil liability suit against the employer.

This would prove to be a faster route to getting a conclusion on your claim.