In my last company, everybody could easily obtain “manager” status… because that was just the title for everyone who was salaried. Which didn’t necessarily mean more money. In fact, usually not. It certainly meant more overtime… a lot more.
Which companies are supposed to pay for. Salary isn’t a “now you get to work more for the same pay”.
Though even if you aren’t willing to rock the boat for fear of reprisal (which is also illegal), just document everything so you have evidence of a history of a pattern should you change your mind in the future. Then your tough decision mind end up “take payout and sign NDA” vs “reject offer and get coworkers in on it”.
And hopefully that least sentence makes it clear that their downside in those negotiations isn’t just everything they owe you, but everything they owe everyone in your company, including those who have already left and future employees, plus the cost of defending a class action suit in court, plus the PR hit for having to fight employees for wage theft and adjust your expectations for the amount accordingly. Once you’re at that point in the negotiations, you could probably even plainly say that you know why they want that NDA signed and that it’s going to cost them. And the negotiator personally might have their job at risk if they can’t bring that situation back into control. I wish everyone knew just how much they can have their employer’s balls to the flame when they don’t follow the rules.
In Canada, some employment disputes have resulted in 7 figure judgements.
In my last company, everybody could easily obtain “manager” status… because that was just the title for everyone who was salaried. Which didn’t necessarily mean more money. In fact, usually not. It certainly meant more overtime… a lot more.
Which companies are supposed to pay for. Salary isn’t a “now you get to work more for the same pay”.
Though even if you aren’t willing to rock the boat for fear of reprisal (which is also illegal), just document everything so you have evidence of a history of a pattern should you change your mind in the future. Then your tough decision mind end up “take payout and sign NDA” vs “reject offer and get coworkers in on it”.
And hopefully that least sentence makes it clear that their downside in those negotiations isn’t just everything they owe you, but everything they owe everyone in your company, including those who have already left and future employees, plus the cost of defending a class action suit in court, plus the PR hit for having to fight employees for wage theft and adjust your expectations for the amount accordingly. Once you’re at that point in the negotiations, you could probably even plainly say that you know why they want that NDA signed and that it’s going to cost them. And the negotiator personally might have their job at risk if they can’t bring that situation back into control. I wish everyone knew just how much they can have their employer’s balls to the flame when they don’t follow the rules.
In Canada, some employment disputes have resulted in 7 figure judgements.