Oh, I agree. We would certainly rather negotiate / find a workaround than lose an employee. With that said, all I mean is it isn't required. I have seen companies not want to negotiate or find a workaround.
Honestly? Most employees just sign the damn thing. Including me, with the caveat that I posted in the above comment. It's easier than dealing with redlining a contract. 'patio11, below, seems to do something similar.
Honestly? Most employees just sign the damn thing.
Sure, I understand that.
This is why I favour regulation/legislation to protect employees who don't understand or won't be aware of the implications. As with consumer protection legislation, you often have a substantial imbalance in power between an employer and an employee, starting with the fact that the employer is usually the one writing the first cut of the employment contract and it often gets treated like a standard form contract in practice. I think it is therefore reasonable to limit the amount of sneaky things that are enforceable if they're included in the small print on page 74.
This is also why I recommend everyone in our industry (and most others) to have any proposed employment contract reviewed by an actual lawyer before agreeing to it.
Honestly? Most employees just sign the damn thing. Including me, with the caveat that I posted in the above comment. It's easier than dealing with redlining a contract. 'patio11, below, seems to do something similar.