新概念英语1电子书:职场新概念英语——你不知道的事（四）

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【篇一】英国公司让员工自定薪水 涨薪需获同事认可

A London betting firm offers employees the chance to decide their own salary as well as being able to check what their colleagues are paid.

Smarkets encourages their staff to have pay rise requests endorsed by peers who offer suggestions on a suitable rise percentage.

However if the person isn't happy with the suggestions given they can also come up with their own request, which is typically between 10 and 30 percent.

The radical pay transparency policy also allows staff to check their colleagues' salaries in a bid to minimise the gender pay gap.

Angeline Mulet-Marquis, a software engineer at Smarkets, said: 'Most people get what they ask for.'

Ms Mulet-Marquis requested a 12 percent rise in her last appraisal which was granted to her.

The starting salary for a graduate engineer is around ￡45,000 but can rise to a six-figure sum for high qualified seniors.

UK broadcaster BBC was forced last year to disclose the salaries of some of its top staff, showing men made up 12 of the 14 highest-paid posts and leading to complaints of unequal pay for the same work.

Software engineer Caglar Senel said allowing employees to see each other's salaries is a way through which companies can ensure equal pay.

However several staff believed that the same approach may not work everywhere as pay transparency could be demotivating.

In Norway the tax agency publishes key information online about taxpayers each year, including their earnings and wealth, allowing Norwegians to see how much their colleagues are earning.

There are similar approaches in Finland, where people can request tax information by phone or in person, while in Ireland employees have a right to request pay information broken down by gender for the same level of work.

A study by the European Commission found 'cultural sensitivity' was the most common barrier to rolling out similar pay information rules across the continent, while in Britain the associated costs were the main obstacle.

Despite the challenges in different countries and for big companies, Ms Mulet-Marquis urged other firms try a transparency drive.

'The advice would be to have healthy communication even outside of the salary review,' she said.

'If your teams don't communicate well, that process is probably not going to work anyway, you have to build it on something that's already healthy.'

【篇二】译文

伦敦的一家博 彩公司为员工提供了一个决定自己薪水的机会，同时也能查看同事的薪水。

Smarkets公司鼓励员工向公司提出加薪请求，这一请求需要得到同事们的支持，同事们还会对合适的加薪幅度提出建议。

但如果员工对同事提出的加薪建议不满，他们也可以提出自己的要求。加薪幅度一般在10%到30%之间。

这种激进的薪酬透明政策还允许员工查看同事的薪酬，以尽量缩小男女薪酬差距。

Smarkets公司的软件工程师安吉丽娜?穆莱特-马奎斯说:“大多数人都能得到想要的薪水。”

在公司对她的上次评估中，她要求获得12%的加薪，并如愿得到。

研究生工程师的起薪约为4.5万英镑（约合39.5万元人民币），但对于优质的资深员工来说，起薪可升至6位数。

去年，英国广播公司被 迫披露了一些高级职员的工资，显示男性在14个薪酬的职位中占12个，并引发了关于同一工作薪酬不平等的投诉。

软件工程师卡尔加?塞内尔说，允许员工看到同事的薪水是公司确保同工同酬的一种方式。

然而，也有几位员工认为，这种做法可能并不适合于所有公司，因为薪酬透明也可能让人产生消极情绪。

在挪威，税务局每年都会在网上公布纳税人的主要信息，包括他们的收入和财富，这样挪威人就可以看到他们的同事挣了多少钱。

芬兰也有类似的做法，人们可以电话问询或亲自前往有关部门要求得到税务信息，而爱尔兰的员工有权要求提供按性别分类的同级别工作的薪酬信息。

欧盟委员会的一项研究发现，“文化敏感性”是在欧洲大陆推广类似的薪金信息规则的最常见障碍，而英国的主要障碍是推行计划的相关成本。

虽然透明薪酬政策在不同国家和大公司面临挑战，马奎斯仍鼓励其他公司大胆尝试。

她说：“我的建议是，除了薪酬调整外，大家也必须进行健康的沟通。”

“如果你的团队沟通不良，那这个系统就可能无法起作用。这个系统必须建立在已经很健康的公司机制基础上。”

【篇三】35岁才准生小孩?日本企业规定结婚生育年龄

Japanese workers are being given schedules dictating when they can get married or give birth, it has been revealed.

The disturbing trend first came to light after a nursery worker's husband spoke out to say his wife was being bullied by her boss for getting pregnant 'out of turn'.

Since then dozens of other women have come forward to share similar stories, with one 26-year-old woman saying she was told to wait until 35 to conceive - despite already suffering from fertility issues.

The initial complaint came in a letter to newspaper Mainichi Shimbun last month, from the husband of a woman who works at a nursery in Aichi Prefecture.

He wrote: 'Eight months into our marriage, in January of this year, we found out that my wife was pregnant.

'My wife, who is a child care provider, appeared glum and anxious over the news.

'The director at the child care center where she works had determined the order in which workers could get married or pregnant, and apparently there was an unspoken rule that one must not take their "turn" before a senior staff member.

'My wife and I went together to apologise. "We're sorry we got pregnant," we said.

'The director grudgingly accepted our apology, but since the next day, has been chiding my wife with harsh words, such as, "How could you so selfishly break the rules?"

'My wife feels guilty thinking about the hard labor conditions of her colleagues.'

While the man admits 'we are at fault for not planning well' he goes on to ask: 'Who benefits from having their "turn" to have children dictated, and following those rules?'

The letter prompted a national outpouring of sympathy and confessions from other workers that they were being forced to live by similar rules.

Toko Shirakawa, a journalist who specialises in Japan's low birth rate, said the policy is common in workplaces where the majority of staff are female to make sure the workload is spread evenly.

In another case, a 26-year-old working at a cosmetics company in the Tokyo suburb of Mitaka said she was sent an email mapping out the marriage and birthing schedule for herself and 22 female colleagues.

The email also came with a warning that 'work gets backed up if four or more people take time off at the same time. Selfish behavior will be subject to punishment.'

She was then told by a supervisor that she would have to wait until age 35 before getting pregnant, despite suffering from fertility issues.

'How are they going to take responsibility if I put off getting pregnant and lose my chances to have children altogether?,' she said.

Japan is notorious for its tough working conditions and punishing schedules which have led to some staff dropping dead on the job.

Miwa Sado, 31, a journalist for public broadcaster NHK, died in 2013 from heart failure after logging 159 hours of overtime in a single month.

The country even has a word - karoshi - which means 'death from overwork'.

That culture has left precious little time for raising a family and is rapidly causing a population crisis, with fewer babies born last year than at any time since records began in 1899.

In turn, that places more pressure on workers as they have to take on increased duties to make up for the declining numbers of staff.

The government has vowed to tackle the problem by raising the fertility rate from its current 1.44 children per woman to 1.8 children per woman by 2025.

Japan now provides free education, has expanded nursery care, and allows fathers to take paternity leave in order to tackle the problem.

Local governments have even set up speed-dating services across the country to get people to partner up.

【篇四】译文

媒体近日曝出，日本企业给员工制定了结婚或生小孩的时间表。

这种令人不安的风气被曝光是因为最近有一名保育员的丈夫站出来直言，称自己的妻子因为“不按顺序”怀孕而遭到上司欺凌。

从那以后，数十名女性分享了相似的经历，一名26岁的女性表示，按公司规定她必须等到35岁才能怀孕——而她本身就有怀孕困难问题。

上个月日本每日新闻社收到了第一封相关的投诉信，这封信是一名在爱知县托儿所工作的女性的丈夫写来的。

他写道：“结婚八个月后，在今年一月份，我们发现我妻子怀孕了。”

“从事幼儿看护工作的妻子得知消息后，露出忧郁和焦虑的神色。”

“她就职的托儿所的所长规定了员工结婚或怀孕的顺序，显然那里有一条不成文的规定，就是不能比资深员工更早结婚或怀孕。”

“我的妻子和我一起去道歉。我们说：‘对不起，我们怀孕了。’”

“所长不情愿地接受了我们的道歉，但从第二天开始，就一直用刻薄的言语指责我的妻子，比如‘你怎么能这么自私地破坏规矩？’”

“我妻子想到同事们艰辛的劳动条件就感到内疚。”

尽管这名男子承认，“我们没有计划好，是我们的错”，但是接下来他发问道：“按顺序生小孩和遵守这些规定，是谁受益呢？”

这封信引发了许多日本国民的同情，还有很多其他职员也坦承自己被 迫按类似的规定来生活。

专门报道日本低生育率的记者Toko Shirakawa说，这种政策在女职员占多数的公司很常见，目的是确保工作量均匀分配。

在另一个案例中，一名在东京市郊三鹰市的化妆品公司工作的26岁女子表示，她收到了一封电子邮件，里面规定了自己和其他22名女员工结婚和生育的时间表。

这封电子邮件还警告说：“如果四名以上的员工同时请假，这部分工作量就要落到其他人头上。自私的行为会受到惩罚。”

一名主管告诉她说，她必须等到35岁才能怀孕，尽管自身已经有不孕问题。

她说：“如果我推迟怀孕，导致自己完全丧失了生育机会，那他们要怎么负责呢？”

日本因工作条件苛刻和惩罚性的日程安排而臭名昭著，某些员工甚至因此而死在了工作岗位上。

31岁的Miwa Sado是公共广播公司NHK的记者，2013年她因为在一个月内超时工作159个小时，导致心脏衰竭而死。

日本甚至有一个词专门来形容过劳死——karoshi。

这种文化留给养育家庭的时间非常少，并迅速导致了人口危机，去年出生的婴儿数量降到1899年开始统计以来的最低点。

这一现状转而向劳动者们施加了更多压力，因为他们必须承担更多职责，才能弥补员工数量下降产生的劳动力不足。

政府已要解决这一问题，声称要在2025年前把生育率从目前的平均每位女性生育1.44个小孩提高到每位女性1.8个小孩。

为了解决这一问题，日本现在提供免费教育，增加了托幼服务机构，让父亲们休陪产假。

日本各地的地方政府甚至推出了速配服务，让人们能够找到伴侣。

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