Several of his colleagues, also looking for new opportunities, strategized together about what salaries they were aiming for and how to negotiate to get there. The conversations helped Mr. Zick achieve his target salary at his new position as a social-media manager at a hospitality company, he says.
齐克有几名同样也在寻找新机会的同事就他们的薪资目标以及如何与公司谈判来实现该目标共同制订了行动策略。齐克说,这些谈话帮助他在应聘一家酒店企业的社交媒体经理的新职位时获得了预期工资。
'There's a culture of transparency in my generation,' he says. And 'the younger you are, the more likely an employer will try to get you for cheap. So to know what your peers are making benefits all parties involved, except maybe the employer.'
齐克认为他们这一代人有一种透明文化。你越年轻,企业就越有可能试图把你当作廉价劳力,所以了解你同事挣多少钱有利于相关各方,当然或许雇主不在此列。
Companies may not like transparency, but they cannot outright bar rank-and-file employees from disclosing their pay internally or externally, under the federal National Labor Relations Act, says employment lawyer Charles Caulkins of law firm Fisher & Phillips. That means that an employee handbook or social-media policy barring workers from disclosing their pay is generally a violation, he says. (The rules are different for managers and supervisors, who can legally be prevented from disclosing pay.)
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