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專欄 - 向Anne提問(wèn)

員工異地調(diào)動(dòng)安置費(fèi)用水漲船高

Anne Fisher 2012年11月21日

Anne Fisher為《財(cái)富》雜志《向Anne提問(wèn)》的專欄作者,這個(gè)職場(chǎng)專欄始于1996年,幫助讀者適應(yīng)經(jīng)濟(jì)的興衰起落、行業(yè)轉(zhuǎn)換,以及工作中面臨的各種困惑。
由于人才匱乏,為了說(shuō)服公司員工接受異地調(diào)動(dòng),雇主正開(kāi)出頗有誘惑力的條件,包括安置費(fèi)和物價(jià)差額補(bǔ)助等等,甚至為隨遷配偶提供求職協(xié)助。

????親愛(ài)的安妮:上司剛剛告訴我說(shuō),我們公司(財(cái)富500強(qiáng)之一)希望我能去舊金山接任一份新工作,距離我目前居住的城市有1,200英里之遙。這是一次平調(diào),而不是升職,不過(guò)根據(jù)他的描述,新工作崗位比我目前的工作有更多晉升的機(jī)會(huì)。所以,看起來(lái),這是一次很不錯(cuò)的工作調(diào)動(dòng)。

????可我對(duì)這次調(diào)動(dòng)的擔(dān)心有三個(gè)理由。首先,我現(xiàn)在居住的地方,房地產(chǎn)市場(chǎng)非常糟糕(鄰居的房子掛牌出售已經(jīng)超過(guò)兩年,卻一直無(wú)人問(wèn)津),我自己的房子能在不賠錢的情況下賣掉嗎?對(duì)此,我深表懷疑。其次,與我目前居住的地區(qū)相比,加州北部的生活成本要高出許多,我能要求漲薪來(lái)彌補(bǔ)物價(jià)的差距嗎?這符合職場(chǎng)規(guī)則嗎?第三,我愛(ài)人在這里有一份很好的工作,搬遷之后重新找工作需要一些幫助。我聽(tīng)說(shuō),個(gè)別公司會(huì)提供“隨遷配偶”求職協(xié)助,這現(xiàn)實(shí)嗎?我能跟公司討論這個(gè)問(wèn)題嗎?——UIA

????親愛(ài)的UIA:你提出這些問(wèn)題的時(shí)機(jī)很有意思。據(jù)搬家公司Atlas Van Lines最近的一次調(diào)查顯示,自2010年以來(lái),員工異地調(diào)動(dòng)的比例在持續(xù)上升。從1967開(kāi)始,該公司每年都會(huì)進(jìn)行這樣一項(xiàng)調(diào)查。Atlas公司副總裁瑞安?麥克康奈爾稱:“許多公司在努力將合適的人才安排到合適的地方。因?yàn)榕c招募新人相比,調(diào)任熟悉的人風(fēng)險(xiǎn)更低一些。但也有時(shí)候,公司無(wú)法調(diào)任現(xiàn)有員工——這也解釋了為什么去年52%的異地調(diào)動(dòng)都發(fā)生在新雇傭員工身上。”

????幾乎所有大公司都有正式的員工異地調(diào)動(dòng)政策。因此,第一步,你應(yīng)該查明,你的雇主將員工從一個(gè)地方調(diào)任到另一個(gè)地方,通常會(huì)提供哪些福利。麥克康奈爾說(shuō):“通常情況下,我們會(huì)發(fā)現(xiàn)不同級(jí)別的員工所享受的福利并不相同。比如,高管與中層管理人員、技術(shù)嫻熟的專業(yè)人員或其他類別的員工,所享有的福利都各不相同?!?/p>

????但Atlas公司的研究顯示,總體而言,公司愿意為搬家的員工提供的幫助,在數(shù)量上有顯著增加,而至于原因,你也已經(jīng)注意到了,很大程度上是由于許多地方的房地產(chǎn)市場(chǎng)仍然非常低迷。比如,規(guī)模在5,000人或以上的公司中,大部分(79%)都延長(zhǎng)了在員工搬至新地方后,替其承擔(dān)臨時(shí)住房費(fèi)用的期限。在此期間,你可以想方設(shè)法把自己原有的房子賣出去。

????不僅如此,約有四分之三的公司(71%)會(huì)提供“出售損失保護(hù)”。這意味著,如果你目前房子的售價(jià)低于你為這棟房子欠下的債務(wù),公司將會(huì)提供差額補(bǔ)償。麥克康奈爾說(shuō):“這非常新鮮。之前,我們從未聽(tīng)說(shuō)過(guò)這項(xiàng)福利。不過(guò),如果房地產(chǎn)能持續(xù)升值,這樣的福利也就沒(méi)有必要了。”

????對(duì)于你的另外兩個(gè)擔(dān)心,38%的大公司,通常會(huì)為搬家至高物價(jià)區(qū)的員工支付生活成本差額補(bǔ)助。超過(guò)一半的大公司會(huì)通過(guò)再就業(yè)培訓(xùn)公司或就業(yè)顧問(wèn),為你的“隨遷配偶”提供求職協(xié)助。

????Dear Annie: My boss just told me that my employer, a Fortune 500 company, wants me to take a new job in San Francisco, which is about 1,200 miles away from where I live now. The position would be a lateral move rather than a promotion but, the way it's been described to me, it does offer more opportunity for advancement than my current job, so it looks like a good career move.

????I'm concerned, however, about the move itself, for three reasons. First, the housing market where I live is still so bad (my neighbor's home has been for sale for over two years with no takers), I doubt that I can sell my house except at a substantial loss. Second, the cost of living in northern California is much higher than where I live now, but is it customary to ask for a raise to cover that? And third, my partner has a thriving career here and would need some help finding a new job. I've heard that some companies offer "trailing spouse" job-search assistance, but is it realistic to expect that? Can I negotiate for it? — Up in the Air

????Dear Up: You've picked an interesting moment to ask. Employee relocations have been on the rise since 2010, according to the latest results of a detailed survey that Atlas Van Lines has been conducting every year since 1967. "Lots of companies are struggling to put the right talent in the right places, and moving someone you know is often less risky than bringing in someone new," observes Ryan McConnell, an Atlas vice president. "But sometimes you just can't move an existing employee -- which explains why 52% of relocations last year were new hires."

????Almost all big companies have formal relocation policies in place, so your first step should be to find out what your employer typically offers the people it transfers from one place to another. "Usually we see different relocation benefits packages at different levels," McConnell says. "A C-suite executive will get a different package from a middle manager, a skilled professional, or another category of employee."

????In general, however, the Atlas study shows a marked increase in the amount of help that big companies are willing to give people who pull up stakes -- in large part because, as you note, the real estate market in so many places is still in a slump. For one thing, most (79%) companies with 5,000 or more employees have increased the amount of time they'll pay for temporary housing in your new location while you try to sell your house.

????Not only that, but almost three-quarters (71%) offer "loss-on-sale protection," meaning they'll reimburse you if you end up selling your current home for less than you owe on it. "This is something new," says McConnell. "Until recently, you never saw that. It was unheard of. But then, as long as real estate values were constantly rising, it wasn't needed, either."

????As for your other two concerns, 38% of large companies routinely pay cost-of-living adjustments to people moving to higher-priced locations. More than half (56%) will spring for job-search assistance from an outplacement firm or career counselor for your "trailing spouse."

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