美國退籍者與日俱增


就在中國富裕人群掀起了赴美生子、投資移民熱潮同時，美國周三公布的政府?dāng)?shù)據(jù)顯示，今年退籍的美國公民數(shù)量將達(dá)到歷史最高點。

已經(jīng)到了扔掉美國護(hù)照的時候了——這樣的的話，令人討厭的稅負(fù)也應(yīng)該會隨之而去。國際稅務(wù)律師指出，人們這樣做的原因和海外逃稅沒有太大的關(guān)系，更多的則是因為出現(xiàn)了一種新的稅務(wù)規(guī)劃，它成熟而且合法。     美國周三公布的政府?dāng)?shù)據(jù)顯示，今年退籍的美國公民數(shù)量將達(dá)到歷史最高點。據(jù)蒂娜•特納的女發(fā)言人透露，就連這位搖滾明星也要和美國脫離關(guān)系。特納已經(jīng)在瑞士居住了很長時間，去年4月份徹底成為瑞士公民。     《聯(lián)邦公報》（Federal Register）公布的美國財政部數(shù)據(jù)顯示，今年第三季度申請退籍的美國人約有560人，這讓今年以來的退籍總?cè)藬?shù)達(dá)到了2369人，已經(jīng)比2011年1781人的前歷史紀(jì)錄高了33%。     今年上半年的退籍人數(shù)已經(jīng)略高于2011年的水平，最新數(shù)字則充分證明了退籍人數(shù)增多的趨勢。     退籍能大量減輕稅負(fù)，原因是世界上只有兩個國家對公民在全球范圍內(nèi)的收入征稅，而不考慮他們在哪里居住和工作，其中一個國家就是美國，另一個是厄立特里亞。舉例來說，在日內(nèi)瓦居住的美國公民仍須按自己在當(dāng)?shù)氐氖杖胂蛎绹�稅�?wù)部門繳納所得稅。     特納本名安娜•梅•布洛克，她并沒有出現(xiàn)在《聯(lián)邦公報》的最新退籍人員名單上。但特納的女發(fā)言人卡琳•龍伯格在電子郵件中證實，這位發(fā)行過《Private Dancer》和《Simply the Best》等專輯的歌手正在辦理退籍手續(xù)。     龍伯格說，特納已經(jīng)在去年4月份完全獲得瑞士公民身份。現(xiàn)年73歲的特納出生在田納西州納特布什，現(xiàn)在和她出生在德國的丈夫生活在屈斯納赫特，一座靠近蘇黎世的富裕小鎮(zhèn)。     近年來，美國的退籍人數(shù)出現(xiàn)了跳躍式增長，原因是通過瑞士和采用瑞士風(fēng)格經(jīng)營的銀行在海外避稅的行為越來越多地受到了美國政府的打擊。甚至連美國駐伯爾尼大使館都在其網(wǎng)站上將“退籍”列為服務(wù)項目之一。     移民律師指出，許多退籍人士都有另外一個國籍，比如瑞士或加拿大。美國財政部一條名為“Fatca”的新規(guī)定正在讓越來越多的中小型外國銀行將在當(dāng)?shù)鼐幼『凸ぷ鞯拿绹�人拒之門外。

Time to dump your American passport -- and with it, presumably, your bothersome U.S. tax bill. The reason, international tax lawyers say, may have less to do with offshore tax evasion and more with a new generation of sophisticated -- and legal -- tax planning.     This year will enter the record books with the highest number of expatriations ever by U.S. citizens, according to new government figures released Wednesday. Even rock star Tina Turner, a long-time resident of Switzerland who got a full Swiss passport last April, is on track to relinquish her U.S. ties, her spokeswoman said.     Some 560 Americans joined the exodus in the third quarter of this year, putting the total number so far this year at 2,369, according to Treasury Department data published by the Federal Register. That is already 33% more than the 1,781 who left in all of 2011, the previous record.     While the number of people who gave up their little blue books in the first six months of this year had already edged out the 2011 record by a hair, the recent figures firmly cement the trend.     Ditching a passport can save an American lots of money in taxes. The reason: The U.S., along with Eritrea, is one of only two countries in the world to tax its citizens on their worldwide income, regardless of where they live or work. If you reside in, say, Geneva, you still owe the U.S. tax man money on income you earn there.     Turner's name -- her birth name is Anna Mae Bullock -- does not appear on the most recent Federal Register list. But Karin Rhomberg, a spokeswoman for Turner, confirmed in an email that the "Private Dancer" and "Simply the Best" singer was on track to relinquish her U.S. passport.     Turner acquired a full Swiss passport last April, Rhomberg said. At 73, the singer, who was born in Nutbush, Tenn., lives in Kussnacht, a wealthy enclave near Zurich, with her German-born husband.     The expatriation trend has grown by leaps and bounds in recent years amid a widening U.S. crackdown on offshore tax evasion through Swiss and Swiss-style banks. Even the U.S. Embassy in Bern has a "renunciations" tab on its website.     Many of those who dump their passports have dual citizenships in other countries, such as Switzerland or Canada, immigration lawyers say. But increasingly, an onerous new U.S. Treasury rule known as Fatca is prompting smaller and mid-sized foreign banks in countries where Americans live and work to dump their American clients.

這條規(guī)定將于明年7月份生效，它要求外國銀行找出并仔細(xì)檢查金額不低于5萬美元（30.675萬元人民幣）的美國客戶賬戶，然后將這些賬戶的情況報告給美國稅務(wù)部門，或者預(yù)扣30%的分紅、利息等收入并將這筆資金交給美國財政部。在國外居住和工作的美國人都很討厭這條規(guī)定，它讓簡單的海外資金操作變得困難了起來。     加利福尼亞州帕薩迪納市國際稅務(wù)律師菲爾•霍金在游說機(jī)構(gòu)American Citizens Abroad擔(dān)任執(zhí)行董事。該組織設(shè)在日內(nèi)瓦，代表的是在其他國家和地區(qū)居住和工作的美國人�；艚鹬赋觯骸爱�(dāng)?shù)劂y行不喜歡和美國人打交道，這讓身在海外的美國人更難正常地生活�！弊罱�他在電子郵件中表示，許多國家和地區(qū)都會把“需要合法銀行服務(wù)的美國人擋在門外”。     由此出現(xiàn)了一種新的趨勢：在不征收遺產(chǎn)稅的國家開展私人生意而且擁有雙重國籍的美國人紛紛放棄他們的美國國籍。     霍金說：“美國人開始意識到，就算自己的生意從來不和美國沾邊，它也有可能毀在美國的遺產(chǎn)稅手里。”他舉了個例子，一個擁有雙重國籍的人在沙特開了一家建筑公司。由于他是美國公民，如果他想把自己的公司留給子女，就得繳納40%的遺產(chǎn)稅，這同樣會讓他的子女感到吃驚。     霍金預(yù)計：“將有為數(shù)眾多的美國人看到這一點�！保ㄘ敻恢形木W(wǎng)）     譯者：Charlie

The rule, which goes into effect next July, requires foreign banks to identify and scrutinize Americans with accounts containing at least $50,000 and either report those accounts to U.S. tax authorities or withhold 30% of dividends, interest, and other payments and send that money to the U.S. Treasury. The law, widely hated by Americans living and working abroad, has made it tough to do simple financial things abroad.     "Local banks don't like dealing with Americans, so it makes it harder for Americans abroad to live normal lives," said Phil Hodgen, an international tax lawyer in Pasadena, Calif. Marylouise Serrato, the executive director of American Citizens Abroad, a Geneva-based lobby for expats, said recently in an email that "individuals with legitimate need of banking services will be locked out" of many foreign countries.     One new trend has emerged: U.S. passport renunciations by dual nationals who build family businesses in other countries that do not have estate taxes.     "Americans are realizing that their businesses are likely to be torn apart by the U.S. estate tax even if that business never touched the U.S.," Hodgen said, citing as an example a dual citizen who owns a construction company in Saudi Arabia. An owner who wants to pass his company on to his heirs will also sock them with a 40% estate-tax bill, due to his U.S. citizenship.     "You're going to see tons of people waking up to this," Hodgen said.

職場老兵怎樣找到新工作？


50至60歲的人在打算求職的時候，經(jīng)常會因為擔(dān)心年齡偏見而畏手畏腳。但現(xiàn)在，經(jīng)驗豐富的管理者很有市場，充分證明：經(jīng)驗是王道。因此，高齡求職者在找工作的時候可以充分強(qiáng)調(diào)這個優(yōu)勢。

親愛的安妮：您和您的讀者能否考慮一下我的現(xiàn)況。我在一家《財富》500強(qiáng)公司（Fortune 500 ）工作了20多年，期間不斷得到升職。2008年，我?guī)ьI(lǐng)一個小部門扭虧為盈，之后我就一直在負(fù)責(zé)那個部門的工作。但現(xiàn)在，作為公司重組的一部分，我的部門將與另外一個部門合并。公司給了我一筆非�？犊�的退休金，我也很愿意接受，可我現(xiàn)在還不想退休。我如今才61歲，身體非常健康，我感覺至少還能堅持以高效率工作10到15年。     但我擔(dān)心的是，潛在雇主們會這么想嗎？有人說，我“比實際年齡要年輕”（當(dāng)然，這肯定是言不由衷的恭維話），我還有市場嗎？有些日期是否不應(yīng)該出現(xiàn)在我的簡歷中——比如我的畢業(yè)年份？您對此有什么建議嗎？——SK     親愛的SK：獵頭公司W(wǎng)itt/Kieffer的總裁兼CEO查爾斯•沃德爾認(rèn)為：“只要你擅長自己的工作，年齡就不是問題�？纯窗头铺亍Ｋ�已經(jīng)82歲了，可沒有人說他應(yīng)該退休�！贝_實如此。伯克希爾-哈撒韋（Berkshire-Hathaway）的投資人和其他人或許都恨不得能克隆出另一個巴菲特來。     Witt/Kieffer公司的獵頭們發(fā)現(xiàn)，雇主對于擁有幾十年成功履歷的管理者的需求日益增加。比如：在2012年，公司安置的CEO約有14%超過60歲，比十年前增加了3%。高管方面的比例也基本相同：13%的人超過60歲，而2002年僅有3%。     這種巨大的變化并非意外。據(jù)美國勞工統(tǒng)計局（Bureau of Labor Statistics）最近的統(tǒng)計數(shù)據(jù)顯示，美國失業(yè)率隨著年齡增長而呈下降趨勢。上個月，25至34歲年齡段的失業(yè)率為7.6%；35至40歲為5.9%；45至54歲為5.7%。而55歲以上年齡段的失業(yè)率為5.3%，是所有年齡段中的最低水平。     當(dāng)然，如今的水平遠(yuǎn)遠(yuǎn)高于危機(jī)之前的2007年，當(dāng)時55歲及以上年齡段的失業(yè)率僅有3.1%。但從另一方面來看，將這一水平與應(yīng)屆畢業(yè)生（20至24歲）的情況進(jìn)行對比，我們就可以證明一點：經(jīng)驗才是王道。應(yīng)屆畢業(yè)生失業(yè)率高達(dá)驚人的13.5%。     你能帶領(lǐng)一個有問題的部門扭虧為盈，這在任何時候都是一個非常好的賣點。沃德爾認(rèn)為，這一點在當(dāng)前動蕩不安的經(jīng)濟(jì)形勢下尤其可貴。因此，你的求職過程肯定會一帆風(fēng)順，只要你做到小心謹(jǐn)慎。首先，從當(dāng)前公司爭取到愿意為你的成就作擔(dān)保的推薦人：“在你這個水平，同事和上司的強(qiáng)力推薦至關(guān)重要。”     其次，沃德爾建議，在與招聘人員和雇主交流時，“明確每一位雇主的需要以及自己的技能如何滿足這些需要。關(guān)鍵是要確定，你能為新崗位帶來的東西，正是雇主們所需要的。”拿出時間和精力來找到最適合的崗位，可以避免招聘經(jīng)理們給出“條件太好”這樣的評價。

Dear Annie: I wonder what you and your readers think about my situation. After 20-plus years rising through the ranks at a Fortune 500 company, I turned around a small division and made it profitable in 2008, and have been running it since then. Now my business unit is being merged with a different operation, as part of a restructuring. I've been offered a very generous retirement package, and I'm willing to take it, but I'm nowhere near ready to stop working. At 61, and in excellent health, I feel I have at least 10 or 15 highly productive years ahead of me.     My concern is, will potential employers agree? I've been told I "don't look my age" (a backhanded compliment, for sure), but how marketable am I? Should I leave dates off my resume -- the year I graduated from college, for instance? Do you have any advice for me? -- Still Kicking     Dear SK: "If you're good at what you do, age isn't an issue," says Charles Wardell, president and CEO of executive search firm Witt/Kieffer. "Look at Warren Buffett. He's 82, and nobody's saying he should head out to pasture." True. Berkshire-Hathaway (BRKA) investors, among others, probably wish they could clone him.     At Witt/Kieffer, headhunters are finding that employers increasingly want managers with a decades-long track record of success. Consider: In 2012, about 14% of the CEOs the firm placed were over age 60, up from 3% a decade earlier. For C-suite jobs overall, the figures were about the same: 13% over age 60 vs. 3% in 2002.     Those big jumps are no fluke. According to the latest stats from the Bureau of Labor Statistics, unemployment declines with age. Last month, the jobless rate stood at 7.6% for 25-to-34-year-olds; 5.9% for ages 35 to 44; and 5.7% for the 45-to-54-year-old cohort. The jobless rate for people 55 and up, at 5.3%, was the lowest of any age group.     Granted, that's much higher than the unemployment rate for people 55 and older in pre-recession 2007 -- a tiny 3.1%. But on the other hand, for proof that experience is king, contrast that current 5.3% with the rate for new college grads (ages 20-24): a whopping 13.5%.     Since you turned around a troubled division -- a highly marketable skill anytime, but especially in this still-shaky economy -- your job hunt should be pretty smooth sailing, as long as you approach it with care, Wardell says. First, line up references at your current company who will vouch for your achievements: "At your level, strong recommendations from colleagues and higher-ups are crucial."     Then, when you speak with recruiters and employers, "get very specific about what each employer needs and how your skills fit," Wardell suggests. "The key is to make sure that what you bring to the job is exactly what they're looking for." Putting in the time and attention to find precisely the right fit can prevent hiring managers from bringing up the dreaded "O" word (for "overqualified").

沃德爾表示，要想進(jìn)入自己確實希望工作的公司，就別太在意職務(wù)或薪酬下調(diào)：“過于關(guān)注職務(wù)是錯誤的。副總裁、董事或其他職務(wù)，誰在乎呢？如果一家公司給出的年薪比你現(xiàn)在的崗位少了幾千塊，也不要把這一點看的太過重要。你永遠(yuǎn)不知道在十八個月過后，當(dāng)你抓住機(jī)會證明了自己的能力之后，你的職務(wù)和薪酬會達(dá)到怎樣的水平。”     對于是否應(yīng)該在簡歷上對某些日期撒謊，或者直接避而不談，沃德爾認(rèn)為不能。他說：“現(xiàn)在的許多雇主都認(rèn)為年齡是優(yōu)勢，所以沒有理由隱瞞。坦率承認(rèn)自己的年齡，然后把重點放在你能為這份工作帶來哪些競爭對手無法提供的東西，不論他們是幾零后。”     沃德爾的建議都來自他的親身經(jīng)歷。他是一位載譽(yù)而歸的越戰(zhàn)老兵，在職業(yè)早期曾在美國運通（American Express）、花旗集團(tuán)（Citi）等公司擔(dān)任管理職位。2011年，66歲的沃德爾成為Witt/Kieffer公司的最高領(lǐng)導(dǎo)人。他說：“其他候選人都比我年輕，但我卻被選中了�！蹦阃瑯涌梢宰龅健�     反饋：如果你是55歲或55歲以上，你認(rèn)為自己在求職過程中遇到過年齡歧視嗎？如果你最近更換了工作，是什么讓你成功跳槽？歡迎評論。（財富中文網(wǎng)）     譯者：劉進(jìn)龍/汪皓

Don't worry if you have to take a step down in title or pay to get a foot in the door at a company where you really want to work, Wardell says: "It's a mistake to get hung up on titles. Vice president, director, or some other title, who cares? And if the starting pay a company offers is a few thousand dollars a year less than you've been earning in your current position, don't make that a sticking point, either. You never know where you'll be, in both rank and compensation, 18 months down the road when you've had a chance to show what you can do."     As for whether you should fudge the dates on your resume, or leave them off altogether, Wardell says not. "So many employers consider age to be an advantage now, there's no reason to hide it," he notes. "Be very upfront about it, and then focus the discussion on what you bring to the job that competing candidates -- whatever their date of birth -- may not be able to offer."     Wardell speaks from firsthand experience, by the way. A decorated Vietnam veteran who held management jobs at American Express (AXP), Citi (C), and elsewhere earlier in his career, he was 66 when he got the top job at Witt/Kieffer in 2011. "I was picked over other, much younger candidates," Wardell says. You can be, too.     Talkback: If you're 55 or older, do you believe you've encountered age bias in a job search? If you've changed jobs recently, what helped you get hired? Leave a comment below.

跳槽馬如何爭取起薪大升級


跳槽之后能不能通過談判爭取更高的起薪？資深獵頭認(rèn)為，這是有希望的。但是，應(yīng)聘者需要精心準(zhǔn)備，提前多做一些練習(xí)，更重要的是，要為談判設(shè)定正確的基調(diào)。

親愛的安妮：我讀過你寫的關(guān)于如何要求加薪的文章，但假如有另外一家你一直非常期待的公司給你發(fā)來了工作邀請，但他們給的工資達(dá)不到你所期望的水平，你該怎么辦？我所在的是一個高度專業(yè)的營銷領(lǐng)域，我是其中一名經(jīng)驗豐富的管理人員。我調(diào)查了同一個城市不同公司類似職位的工資水平，結(jié)果發(fā)現(xiàn)，（可能的）新雇主給出的工資屬于最低水平。     這份工作是一個絕佳的機(jī)會，但他們給出的條件僅比我目前的收入略有提高，我相信我應(yīng)該值更多錢�？晌以撊绾翁岢黾有揭�求，又能避免讓自己給人貪婪的印象，進(jìn)而毀掉這次機(jī)會呢？——H.H.     親愛的H.H.：我猜你一定是通過Salary.com、PayScale.com和JobNob.com這些網(wǎng)站調(diào)查了其他公司的工資水平，對吧？這么做自然沒什么問題——只是“網(wǎng)站并不會告訴你一個職位享有的那些福利，”克里斯汀•麥基-羅斯說。麥基-羅斯是獵頭公司W(wǎng)itt/Kieffer圣路易斯辦事處的主理合伙人，曾參加過數(shù)百次起薪談判�！安灰�只盯著工資。對于高管和經(jīng)驗豐富的管理者而言，福利通常占到總薪酬的30%至40%�！�     她補(bǔ)充道：“薪酬的福利部分非常復(fù)雜。看看那些各種各樣的保險，比如人壽保險和傷殘保險，再加上獎金和股票期權(quán)，還有汽車補(bǔ)貼和健身俱樂部會員資格等等。求職者們很少會將這些福利的價值考慮在內(nèi)�！币虼�，她建議看看全部薪酬內(nèi)容，而不要僅僅關(guān)注工資本身。全部薪酬內(nèi)容的價值可能遠(yuǎn)遠(yuǎn)高于你的預(yù)期。     不過，我們假設(shè)你已經(jīng)做過這樣的調(diào)查，結(jié)果他們給出的薪酬依然很低�！澳惝�(dāng)然可以問問原因，”麥基-羅斯說�！暗�一定要小心。拿著你搜集的那些數(shù)據(jù)，然后對他們說：‘從這些數(shù)據(jù)來看，我的市場價值應(yīng)該是X’，這種做法的基調(diào)顯然并不正確，對抗性太強(qiáng)。如果你正在與之談判的那個人是你在新工作中的直接上司，這種做法更不可行。     相反，她建議：“你可以這樣說：‘根據(jù)我所做的市場調(diào)查，我預(yù)期的數(shù)字更接近X。您能不能告訴我您是如何決定提供Y的呢？’你希望進(jìn)行真正的談判，而不是對質(zhì)�！币韵率瞧渌�四條建議，將幫助你增加獲得理想薪酬的機(jī)會：     1. 明確自己的優(yōu)先目標(biāo)。麥基-羅斯要求求職者們做一個列表，包括3個部分：要接受邀請必須獲得的條件；哪些是可選的條件；以及哪些是他們最不關(guān)注的，并且為了得到其他東西而愿意放棄的條件。她發(fā)現(xiàn)：“列表中的項目，以及各個項目所屬的類別，均因人而異。但在談判之前，你必須得知道自己到底想要什么，需要什么，以及在什么情況下你會放棄�！�

Dear Annie: I read your column on how to ask for a raise, but I wonder, what can you do if you get a job offer from a company where you really want to work, but the salary they have in mind is less than you think it should be? I'm an experienced manager in a highly specialized area of marketing, and when I researched what comparable positions pay at various companies in the same city, I discovered that the offer my (potentially) new employer has made is at the rock-bottom of the range.     The job is a terrific opportunity, but I believe I'm worth more than what they're offering, which is barely more than what I'm already making. How do I say this without seeming greedy, and without blowing my chances? — Hesitating to Haggle     Dear H.H.: I'm assuming you researched what those other jobs pay by looking at sites like Salary.com, PayScale.com, and JobNob.com, right? There's nothing wrong with that -- except that "the websites don't tell you what benefits come with the position," notes Christine Mackey-Ross. As managing partner of the St. Louis office of executive recruiters Witt/Kieffer, she's a veteran of hundreds of starting pay discussions. "It's not just about salary. For executives and seasoned managers, benefits usually make up 30% to 40% of total compensation.     "The benefits piece of the package can be complicated," she adds, "if you look at various kinds of insurance, including life and disability, plus bonuses and stock options, all the way down to things like car allowances and health club memberships. Very few candidates really take into account the value of all those things." With that in mind, she suggests taking a second look at the whole offer, rather than just salary. It might be worth more than you think.     But let's suppose you've already done that, and the pay they're offering still looks too low. "You certainly can ask why," says Mackey-Ross. "Just be careful. Going in with the data you've collected and saying, 'According to this, my market value is X' sets the wrong tone. It's too adversarial, especially if you're negotiating with someone you'll be reporting to in the new job."     Instead, she suggests, "Say something like, 'From the market research I've done, the figure I was expecting was closer to X. Would you mind walking me through how you arrived at Y?' You want this to be a real negotiation, not a confrontation." Four other tips for boosting the odds that you'll get the pay you want:     1. Know your priorities. Mackey-Ross asks candidates to make a three-column list: What they feel they must have in order to take the offer; what is optional; and what they care least about and would be willing to give up in order to get something else. "The items on this list, and which category they fall into, can vary quite a lot from one person to another," she notes. "But you need to go into the negotiation knowing exactly what you really want, or need, and at what point you're willing to walk away."

2. 考慮推遲加薪要求。如果公司打算提供的薪酬已經(jīng)板上釘釘，那么你可以問他們，如果在未來六個月或一年內(nèi)，你有機(jī)會在新工作中證明自己，他們能不能提供加薪或績效獎金。這種策略通常都會有效，因為這同時也證明了你對這份工作是多么的渴望。麥基-羅斯建議：“說出自己對這個機(jī)會的重視，看起來可能會減少你談判的砝碼，而不是增加。但實際上并非如此，因為雇主都希望擁有積極上進(jìn)的員工�！�     3. 提前彩排。麥基-羅斯說：“許多人只有很少、甚至完全沒有任何談判經(jīng)驗，所以談判會讓他們深深地陷入緊張狀態(tài)�！比绻�你也是這樣（你問題后面的署名說明你確實有些緊張），搜集所有事實和優(yōu)先目標(biāo)，找一位朋友進(jìn)行練習(xí)：“讓他們回答你的問題，比如‘抱歉，對于你這個級別的員工，我們只能給這么多。你要么接受，要么放棄吧�！�然后練習(xí)你自己在真實的談判中會怎么應(yīng)對。提前準(zhǔn)備越充分，在真正談判的時候你就會越冷靜�！�     4. 從長計議。麥基-羅斯建議：“思考一下這份工作會給你的整個職業(yè)生涯帶來什么影響。一份工作通常都包括許多無形資產(chǎn)，比如：把這家公司和這個職位添加到你的簡歷中，能否提高你簡歷的檔次？它能否讓你有資格獲得一個更高的職位？這些無形資產(chǎn)或許值得你接受短期內(nèi)低于預(yù)期的工資，也就是付出一些‘機(jī)會成本’。”     她補(bǔ)充道，起薪并不是那么重要�！爸灰�你能證明自己為公司帶來的價值，幾乎可以肯定，你的工資定會上漲。而且，以后你還會有要求加薪的其他機(jī)會。這并不是你最后的機(jī)會�！�     祝你好運！     反饋：你在開始一份新工作之前，是否曾經(jīng)要求雇主提高他們最初提供的工資？你有什么訣竅？歡迎評論。     譯者：劉進(jìn)龍/汪浩

2. Consider requesting a later increase. If the salary figure the company has in mind is set in stone, ask whether they'd be willing to commit to a raise or a performance bonus in six months or a year, when you've had a chance to prove yourself in the new job. This is most likely to work if you also stress how much you want the job. "Saying how excited you are about this opportunity might seem to give you less leverage, not more," Mackey-Ross notes. "But it doesn't, because employers really want motivated employees."     3. Rehearse beforehand. "Lots of people have little or no negotiating experience, so the whole idea makes them nervous," Mackey-Ross says. If that applies to you (and the way you signed your question suggests it does), get all your facts and priorities together and find a friend to practice with: "Have them shoot responses at you, like, 'Sorry, this is what we pay people at your level, take it or leave it,' and practice what you would say in the real discussion. The more you prepare ahead of time, the calmer you'll be when you get there."     4. Take the long view. "Think about how this job will affect your whole career," Mackey-Ross advises. "There are often intangibles -- like how great this company and this position will look on your resume, and how it could qualify you for a bigger job later -- that might be worth an 'opportunity cost' of a lower salary than you'd like in the short term."     Starting pay is just that, she adds: "Once you've proven what you can do for the company, your salary will almost certainly go up. You'll get other opportunities to negotiate for more money as time goes on. This isn't your last chance."     Good luck!     Talkback: Have you negotiated higher pay than the initial offer when starting a new job? What worked for you? Leave a comment below.

美國年輕人為什么不找工作

報告顯示，美國16至24歲的年輕人中有 840萬人停止了求職，而一年前只有680萬人。為什么？因為缺乏中級崗位，許多工人被迫接受初級崗位，結(jié)果把教育水平和經(jīng)驗更少的年輕人擠出了市場。這種情況不僅對這些年輕人，甚至對美國經(jīng)濟(jì)都會造成長遠(yuǎn)的消極影響。

對于美國無業(yè)青年狀況的報道經(jīng)常見諸報端，但7月份關(guān)于就業(yè)市場健康狀況的報告，卻讓我們對這個問題的規(guī)模有了新的認(rèn)識。     有經(jīng)濟(jì)學(xué)家認(rèn)為，年輕人失業(yè)狀況并沒有人們描寫的那么糟糕，因為許多在校生要么是自謀職業(yè)，要么就是還沒有開始求職，因此不能算入勞動力當(dāng)中。今年7月份的一份報告讓我們更清晰地了解到如今年輕人所面臨的問題——大多數(shù)年輕人都臨時離開學(xué)校，開始求職。     經(jīng)濟(jì)大蕭條期間，16至24歲既未上學(xué)、也沒有全職工作的年輕人比例有所減少。與其他年齡段不同，這種減少的趨勢并未加強(qiáng)：7月，36%的年輕人擁有全職工作，相比經(jīng)濟(jì)危機(jī)之前2007年同期減少了10%。當(dāng)然，在七月份，年輕人紛紛開始暑期實習(xí)，因此統(tǒng)計數(shù)據(jù)中反映了從事帶薪實習(xí)的年輕人，和從事無薪實習(xí)但有兼職工作的年輕人。     進(jìn)步政策研究所（Progressive Policy Institute）研究年輕人失業(yè)問題的經(jīng)濟(jì)學(xué)家戴安娜•卡魯說：“他們沒有上學(xué)，那他們到底在干什么？”她指出，7月份的就業(yè)報告顯示，16至24歲未上學(xué)的無業(yè)者比例為17.1%，而六年前僅有11%。而且，個別年齡段的工人因為即將退休而不再被計入勞動力當(dāng)中，而大量年輕人此時放棄求職的狀況尤為令人不安：7月份，840萬名16至24歲的年輕人停止求職，而一年前的這一數(shù)字只有680萬。     不論經(jīng)濟(jì)創(chuàng)造就業(yè)崗位的速度有多緩慢，這么多年輕人，尤其是沒有上學(xué)的年輕人，生活依然如此艱難，這確實令人非常吃驚。7月份新增就業(yè)崗位主要集中在零售、酒店和酒吧。而這些自然不是薪酬最高的崗位，但它們所需要的技能更低，肯定能吸引那些受教育水平較低的年輕人。原因或許在于卡魯所謂的“大擠壓”，即由于缺乏要求中等技術(shù)水平的崗位，迫使許多工人接受薪酬更少、技術(shù)要求更低的工作，結(jié)果把教育水平和經(jīng)驗更少的年輕人擠出了就業(yè)市場。     這種趨勢產(chǎn)生了連鎖效應(yīng)。任何人失業(yè)都會非常困難，但對于剛剛起步的年輕人，一旦失業(yè)，他們的狀況將格外艱難；無論從哪個方面來說，他們的狀況或許最為嚴(yán)峻。調(diào)查顯示，由于年輕人之前的經(jīng)歷，再加上錯過了發(fā)展技能的機(jī)會，因此失業(yè)的年輕人在失業(yè)之后的許多年里，他們的收入也會相對較低。據(jù)美國進(jìn)步中心（ Center for American Progress）四月份的一份報告估計，在經(jīng)濟(jì)衰退最嚴(yán)重的時期經(jīng)歷過長期失業(yè)的年輕人，未來十年的收入會減少超過200億美元，相當(dāng)于人均22,000美元。     而這種情況會對美國經(jīng)濟(jì)造成深遠(yuǎn)的影響，我們在從住房到汽車銷售的各行各業(yè)都看到過這一點。如果有人質(zhì)疑經(jīng)濟(jì)增長速度為何跟不上就業(yè)增長速度，認(rèn)真研究一下美國年輕人或許會有所幫助。（財富中文網(wǎng)）     譯者: 劉進(jìn)龍/汪皓

What it is to be young and unemployed in America has been widely reported, but July's report on the health of the jobs market offers a new snapshot of the scale of the problem.     Some economists have argued youth unemployment isn't as bad as it's made out to be, since many enrolled in school or college are neither employed nor looking for a job and therefore aren't counted as part of the workforce. Of all other months, July provides one of the more accurate pictures of what young people face today -- it's a time when most are taking a break from school and looking for work.     During the Great Recession, the share of 16- to 24-year-olds who were neither enrolled in school nor working full-time fell. Unlike the rest of the population, the decline hasn't improved much: In July, 36% of young people worked full-time, 10% less than the same month in 2007 before the economic downturn. To be sure, July is a time when young people have taken on summer internships, and so the statistics reflect those with paid internships, as well as those with unpaid internship but have taken part-time jobs.     "They're not in school, so what are they doing?" says Diana Carew, economist at Progressive Policy Institute, who studies youth unemployment. She points out that July's jobs report shows that the share of unemployed 16- to 24-year-olds not in school stood at 17.1%, compared with 11% six years ago. And while workers in general have been leaving the labor force, partly because they're aging into retirement, it's especially worrisome when young people drop out: In July, 8.4 million 16- to 24-year-olds stopped looking for work altogether, a rise from 6.8 million a year earlier.     However slowly the economy has been creating jobs, it's still surprising why so many young people, particularly those who aren't in school, are still having a tough time. The bulk of jobs created in July were in retail, restaurants, and bars. These certainly aren't the highest-paying gigs, but they demand fewer skills and would naturally attract those with less education. What's played out is what Carew calls "The Great Squeeze," where the dearth of middle-skilled jobs have forced many workers to settle for whatever they can get, taking lower-skilled jobs for less pay and therefore squeezing those with less education and experience out of the workforce.     The trend has ripple effects. It's hard for most anyone to be out of work, but it's particularly harsh for young people trying to get their start; in many ways, they will likely suffer the most. Factoring in foregone experience and missed opportunities to develop skills, research shows that workers unemployed as young adults earn lower wages for many years following joblessness. It has been estimated that those who experience long-term unemployment during the worst of the recession will lose more than $20 billion in earnings over the next decade, which translates to $22,000 per person, according to an April report by the Center for American Progress.     And all this has wide-ranging implications for the economy, as we've seen in everything from home to car sales. If anyone wonders why the economy isn't growing as fast as the pace of jobs growth, it might help to give America's young people a closer look.