As merger takes hold, it's best to look ahead, plan next move

Q. Due to a merger between my hospital and a large hospital system, I have been told that my job is secure only through June 1 and that I will receive a severance package for an undisclosed amount. I have an incredible amount of experience in my field (public relations, marketing, etc.), and many other organizations have been impressed with my expertise. Also, I found out that on the new hospital's wage scale, based on my experience, I should have been making $9 more per hour for the past seven years. I have saved this hospital a tremendous amount of money. I told the chief executive that I would be willing to stay with the merged organization and work for the salary I am receiving now, only getting cost-of-living adjustments for the next 10 years, if they will keep me on. He said he doesn't know if the "balance sheet" can accommodate another person in the department. Am I being discriminated against on the basis of age? And what kind of a plan should I be implementing at this time? I am looking for a new position.

A. Your question raises a number of important issues concerning salary, severance, age discrimination, employee-at-will status, and the job search.

I suggest you focus on your next move, and that you look ahead rather than backward. Without looking too hard, most of us could find examples of times in our work history when we were underpaid. A merger just makes it that much easier for you to compare salaries at comparable institutions. Your boss is not interested in hearing how much money you theoretically "saved" the company over the years. He is concerned about his own accountability in the merged entity. A lesson learned here concerning salary, by the way, is to do your homework around salary before you accept another job offer. Check the going rate for your profession in your local area with some reliable, current salary Web databases. Start with the Riley Guide, rileyguide.com/salguides.html, a trove of information of reliable job search-related information. The salary section includes salary surveys, government salary data, cost-of-living comparisons, and advice on topics such as how to evaluate salary information.

As far as age discrimination is concerned, are you the only person who has been singled out to be laid off as a result of the merger? Or are you one of many employees who will be terminated? There are two scenarios in which you, or perhaps you and your co-workers, might consider trying to prove that your employer is discriminating against you on the basis of age. The first is if only individuals 40 and older were laid off; and only individuals age 40 and younger were allowed to keep their jobs. The other scenario applies only if you are the only employee whose job is terminated and also the only employee who is eligible to sue on the basis of age discrimination. If you, or you and your colleagues, do feel you have been discriminated at work because of your age, you can present your case to the Massachusetts Commission Against Discrimination, mass.gov/mcad, and/or you may wish to find a lawyer who specializes in age discrimination .

I suggest you stop trying to work out a "deal" with your present employer and instead contact some of the "many other organizations" that have been impressed with your expertise to let them know that you are looking for a new opportunity. You may want to enlist the help of several professionals: a lawyer who can help you negotiate your severance package in the way that's most advantageous to you; a financial planner, who can help with long-term and retirement-planning issues; and an outplacement counselor or career coach. Often outplacement is a part of a strong severance package. Make sure that you negotiate outplacement as part of your severance package.

Added training may help ease anxieties

A. Although your question is a good one, there are several pieces of key information that are either missing or contradictory that make it difficult for me to answer your question. You mention that you feel this job is not a good fit , yet you were hired for this job on the basis of similar experience in your home country. I am wondering how much of the discomfort that you are feeling can be attributed to the language barrier and perhaps some other differences in the business culture with which you are unaccustomed. You had a strong track record as a sales person in your own country in pharmaceutical sales, yet you describe yourself as an introvert.

If you are demonstrating at least satisfactory performance on the job, I suggest you talk with your boss or human resources about additional training in English and/or sales techniques. These classes might give you the confidence you need to grow more comfortable in your work. You can also ask your boss for additional supervision and coaching, perhaps including going out with him or her on sales calls.

As this is still a new job for you, you are probably still within your probationary period, if your company has one. You may want to risk having an honest discussion with either your human resources representative or your boss to discuss your misgivings . This may be the opportunity to ask if there are any other positions at the company that would be a better fit for your personality that would still use your background and expertise .

Career counseling that is affordable, effective

A. While I cannot endorse any specific counselors or agencies by name, I can recommend a protocol for you to follow as you and other readers search for the career counseling help and support you need.

Begin by asking yourself the question, what do you mean by "effective" and "affordable" career counseling services? What is your measure of success for effectiveness in working with a career counselor? Would you want to have an answer to your dilemma ? Or would your bottom line be successful re-employment? It all depends on what kind of help and support you think you need and what you will consider an effective outcome of career counseling intervention.

As you find names of career counselors to contact, make sure that you ask specifically about their approach, how many sessions they usually work for individuals, and how they measure success. Look for a match between your goals and the way that counselor works. Look for a counselor who listens to what you have to say.

As you talk with several career counselors, you will find there may be a wide range in fees. This may be attributable more to where a career counselor is employed -- a state agency; a nonprofit such as Jewish Vocational Service (jvs-boston.org); a college or university; or self-employed -- rather than the quality of the services you will receive or the skill of the counselor.

There are two organizations that maintain databases of counselors in this geographic area. The name of the local organization is the Career Counselors Consortium, careercounselorsne.org. Its website lists 45 members, primarily in Massachusetts. Arrange a telephone interview with a few individuals; ask some pertinent questions about the person's background, approach, style, real-world experience, and effectiveness. Ask for the names of a few satisfied former clients as references.

The second organization is the Association of Career Professionals-International, iacmp.org. Each of the 16 Massachusetts member counselors has a biographical statement and contact information.

Massachusetts also maintains one-stop career centers. Services vary from center to center, but most do provide the opportunity to meet at least once with a career counselor. Most services are either free or charge a nominal fee. The are several centers north of Boston, including in Woburn, the Career Center of Lowell, and the North Shore Career Center serving Salem and Lynn. For additional information, go to mass.gov/dwd.

Roni F. Noland is a career counselor/coach in private practice. She can be reached at rfnoland@comcast.net. E-mail questions to jobdoc@globe.com or mail to Job Doc, Boston Globe, Box 55819, Boston, 02205-5819.