In the September 23, 2014 Ask The Headhunter Newsletter, a job seeker wants to see the facts:
If I had realized some of the intricate policies of my current company, I may have thought twice before taking this job. For instance, they said you get two weeks’ vacation time. It turns out you get 80 hours of paid time off, but you aren’t eligible to use any of it until after your one-year anniversary. When I do look to move on from this job, I don’t want to be misled again. Is it acceptable to ask for a copy of the employee handbook before accepting a job offer? How likely is it that a company would allow that?
Last week we discussed why it’s so important that all the details of your job offer are in writing. (Gotcha! Get job offer concessions in writing!) It’s just as important that you examine all the details of a company’s work policies before you accept any job offer.
I think it’s smart to ask for the employee handbook before accepting an offer. In fact, not requesting it is asking for trouble, as you’ve already learned. (See “3 Ways to Be A Smarter Job Candidate.”)
Some companies don’t like to hand it over. They will tell you it’s “company confidential.” They’ll say the same about the written employee benefits — you can’t see them until you take the job. That’s complete bunk. How can you agree to live under rules if you don’t know what they are?
My response would be very simple. Here’s How to Say It:
“I’m excited to get your offer, and I’m very enthused about working for you, but I’ll be living under your guidelines and I’d like to see your employee policy manual before I sign up. I’m sure it’s all routine, but I like to make sure I understand everything in advance so there are no misunderstandings later. I want our relationship to be solid. I can assure you that I will not copy or disclose the material to anyone for any reason — just as you will keep all my personal information confidential.”
If they won’t show it to you, your other options are (1) to walk away, (2) to accept the job. In the latter case, there’s something you could do that’s a bit risky. Don’t resign your current job just yet. Attend the new company’s orientation, get the handbook, read it — and then decide if you’re staying, while knowing your old job is safe.
Of course, you’d be putting your old employer in a bad spot, because then you’d have to leave without providing any meaningful notice. That’s not good. But I’m trying to help you understand just how onerous a practice it is for an employer to withhold documents you need before you can make an informed decision about accepting one job — and quitting another. (See “Why do companies hide the benefits?”)
Either of these options might seem extreme, but taking a job without knowing all the terms is risky. I wrote a short PDF book (30 pages) about other matters job seekers fail to take control of — until too late: Fearless Job Hunting, Book 8: Play Hardball With Employers. Among the gotcha topics you’ll learn to handle:
- Avoid Disaster: Check out the employer
- How can I push the hiring decision?
- Due Diligence: Don’t take a job without it
- Judge the manager
- Get an answer at the end of the interview
- …and more
I hope your next job works out better for you than this one did.
Did you ever accept a job only to learn that the rules of employment were not to your liking? What was the outcome? If you’re an employer, do you hide your employee handbook from job applicants? Why?