NEGOTIATING YOUR CONTRACT 31 Swiss pay and benefits, though the salary itself would be adjusted for differences in the cost-of-living and hardship. Since Canada is generally cheaper to live in than Switzerland, chances are her Swiss pay would be adjusted downwards (multiplied by a factor of 0.85, for example). Also, since Canada is not politically more volatile or dangerous than Switzerland, there would likely be no hardship allowance (the hardship factor would be 1.0). Whenever her salary would be reviewed, it would be compared to the Swiss salary range appropriate to her performance and seniority. The idea is that when she returns to Switzerland and all the cost-of- living and hardship factors are removed, she should still be within the same salary range as her peers--thus ensuring that fairness is maintained. If, on the other hand, the Swiss brand manager were to make the move as a local, it would mean that she would be transferring her corporate home base from Switzerland to Canada: she would henceforth be considered a Canadian employee. For this reason, she would have to consider an offer in the USD 50,000 to 70,000 salary range that is appropriate to her peer group in Canada, again to maintain fairness. Negotiability of Different Compensation Components Now you can see why most large, formally structured companies are fairly constrained in terms of the range of salary figures they can offer a candidate. Straying outside the prescribed range for a