Secret #17: Employees who deserve raises aren't the ones who get them.

When requesting a raise, all employees tend to make the same mistake. They ask for more money because they “deserve” it, or have personal reasons for why they need it. The truth is: Your boss doesn’t care how much you feel you deserve or need more money. He only cares whether you’re WORTH more money.

A company doesn’t care how deserving you are or whether or not you can pay your bills; that’s not really their problem. What they do care about is whether or not you are of value to them. Therefore, don’t demand more money because you’re the senior team member, you think you’re smarter than everyone else, your spouse is unemployed or you bought that expensive new BMW. It’s not going to work. To get the money, you have to prove you’re adding value to the company’s bottom line.

There’s a way to present your request so the company can’t easily turn you down: . . .

This secret continues with:

• The 5 secret insider tips on how to ask for a raise so the company can’t turn you down.
• The 5 most common raise killers: common mistakes employees make that are seemingly innocuous, but can ruin your chances and even your standing with the company.

Many think that maternity leave is required by law when in fact, under FMLA (the Family Medical Leave Act), Federal law only requires a company of 50 or more employees to offer up to 12 weeks unpaid leave for personal or family medical issues (including the birth of a baby) during which time your position is to be “protected” for your reinstatement. (See Helpful Resources and Websites for more information).

This is a wonderful benefit for employees, but has become dangerously misunderstood. Employees tend to look at this “protected” leave as a right. It’s not. It’s a privilege that can be easily taken away if you accidentally step out of the protected bounds of the law, or do anything to make your employer feel your absence has created a potential risk.

Companies may not be able to remove you while on leave, but they can include you in a layoff, downsizing, or reorganization while you’re away. They’re also only legally required to return you to your “same or similar position.” The “or similar” allows them to manage you out by reinstating you in an undesirable area of the company or position when you return.

Companies simply run too lean these days to be able to handle a prolonged absence coupled with the disruption of a returning employee struggling to get back up to speed. Here’s what you need to do to secure your position for reinstatement: . . .

This secret continues with:

• The 7 FMLA Beware secret tips to protecting your job while on maternity/medical leave.
• How to ensure your chances of full reinstatement