What is the best way to answer an employer who asks about salary range on a first interview, or even during an initial phone conversation? I have been giving a range, but it seems a bit premature to discuss this issue. I am interviewing for entry-level marketing positions.

Salary negotiation is a game that employers and job candidates play, often seemingly with two different sets of rules.

It is in the employer's best interest to force a candidate to name a definite salary amount as soon as possible. Like Goldilocks testing her porridge, the employer can see if the salary cited is too high, too low, or ''just right'' for the position. It's a simple screening device that many employers use to save time, especially when it is part of an initial telephone conversation.

On the other hand, it is in the job candidate's best interest to delay the discussion of salary as long as possible. During the interview process, the job seeker should learn as much about the position and the responsibilities involved to determine the appropriate level of compensation.

Not until the interview process is complete does a job seeker obtain the ''big picture'' i.e., expectations for the job, to whom he or she would report, where the position fits in the company hierarchy, etc.

You are on the right track in giving a salary range rather than stating one specific figure.

However, try to get the employer to name a range first. For example, when the interviewer asks your salary requirements, you can try to answer the question with a question, saying something like: ''I am certain that you have a range in mind for this position. Could you please tell me what that is?''

After the employer states a range, he or she will most likely ask if it is agreeable to you. Respond that you are comfortable within that range, and add: ''I am confident that when a job offer is forthcoming, we will be able to agree on a salary within that range.''

The fact that you are an entry-level candidate will work in your favor as you try to finesse the salary discussion. The interviewer will not insist that you name your previous salary, a tactic that poses problems for more seasoned candidates.

I will be taking maternity leave soon and will most likely not be returning. Next year, I will start the job hunt again. I have no intention of using my current boss as a reference as he is completely untrustworthy, lies, and is not well respected, which is one of the main reasons I will not be coming back. I also think he will be angry that I chose not to return, and this may be reflected in any reference he will give me. How do I explain this to prospective employers?

You have two choices: you can ask someone in human resources to simply verify your dates of employment, and explain that your company doesn't give references; or you can find someone other than your immediate supervisor who will serve as a reference for you.

Either of these suggestions will ''solve'' your reference dilemma. Plan to wait until you are ready to job hunt to ask a human resource representative if he or she would be willing to verify the dates of your employment with the organization when prospective employers call. This is a common policy many companies have adopted to avoid litigation.

If you would rather choose someone other than your immediate supervisor as a reference, try to line up someone before you leave. You don't want to lose the benefit to your resume this last position provides. Is there a colleague, a customer, your boss's boss, or a supervisor in another division who could speak to your abilities and accomplishments?

Request a meeting with the person so you have an opportunity to discuss your accomplishments on the job, and what kinds of things you'd like the reference to discuss with a prospective employer. Be clear with the person whom you choose that your conversation is confidential. If you have other references, the fact that one of your references is from someone other than your immediate supervisor will not be problematic for a prospective employer.

I was recently in a car accident and missed some time from my job. Can my employer make me accept sick time pay? I want to try to recoup lost wages from the insurance company and not lose my sick time.

Your employer can indeed make you accept sick time pay. Because you are a benefit-eligible employee, you accrue benefits, including sick time, whether you are at work or out of work for any reason.

As a benefit-eligible employee earning sick time payment, you are ineligible to ''double dip'' and receive insurance benefits.

If you try to file a claim with your insurance company, they would first check with your employer to verify your employee status.

If they discover that you are a benefit-eligible employee receiving sick time, they would deny your request for insurance benefits.

You cannot choose to change your status from a benefit eligible employee to one who is ineligible, for the sole purpose of recouping lost wages from the insurance company and saving your sick time.

There is one slim possibility of a ''loophole,'' according to a benefits specialist with whom I consulted.

You could try to reinstate your sick time used through a ''buy back'' program. Find out if your employer has such a program. A benefit buy back program allows the insurance company's payment to compensate the employer for the value of your sick time.

Unfortunately, in today's economic climate, most companies do not offer a benefit time buy back program.

I'm planning to quit my job without giving a two-week notice. I've only been with the company for a short time and they are tanking so I'm heading out while the going is good. I signed a standard employment offer that states I'm an employee at will, but there's a line that says I agree to give a 14 day notice if I leave. Can I be held liable for any loss the company suffers as a result of my leaving without providing a notice?

Giving a two-week notice is standard business practice. I am wondering why you are in such a hurry. Two more weeks will not make much difference in this company's fortunes, or in yours. I urge you to adhere to give the appropriate notice.

The reason I am so adamant is that it is always preferable to leave a job with dignity and class, rather than in haste and in anger.

Take the two weeks to bring closure to any pending projects, ask for a reference, and say good-bye to your colleagues.

As to your other question concerning liability, it is difficult to imagine how your employer could demonstrate any significant injury resulting from your failure to give two weeks notice.

Although it does not seem fair, an employer is not obligated to give an employee at will two weeks notice.

In fact, most employees who are dismissed are asked to leave immediately. In the situation you describe, your employer may ask you to leave immediately. You can take comfort in the fact that you did ''the right thing'' by giving your notice anyway.

When ending employment, either voluntarily or involuntarily, it may be prudent, depending on the circumstances of the departure and the nature of the job, to seek legal advice.

Got a question for the Job Doc? Tell us what hurts and we'll try and find the remedy for your career woes, every Sunday in the BostonWorks section of the Sunday Globe. E-mail your questions to or mail to Job Doc, The Boston Globe, PO Box 2378, Boston, MA 02107-2378. Letters may be edited for clarity and length.