Dear Career Coach:
In May you reported that lawmakers are trying to stop companies from sending IT jobs overseas. Do you have an update on those efforts? I was a victim of this practice a few months ago. Also, anything new to report on H-1B visas?
Steaming in San Fran
Dear Steaming:
Sending jobs offshore continues to be a trend among U.S. companies. By 2015, 3.36 million jobs representing $136 billion in annual wages will have moved offshore, according to Forrester Research.
Most bills in play address visas--unless Congress acts, the H-1B cap is due to drop from 195,000 to 65,000 next month. Rep. Rosa DeLauro (D-Conn.) and Rep. John Mica (R-Fla.) have introduced bills to curb the use of L-1 visas, which, like H-1B visas, let U.S. companies bring in foreign workers. But there is no cap on L-1 visas. DeLauro was influenced by The Organization for the Rights of American Workers, a Connecticut-based group that is also lobbying Sen. Joseph Lieberman to protect American workers. And this month the House Small Business Committee held a hearing to examine the practice of sending jobs overseas.
Another response to sending jobs offshore is a revitalized interest in unionization. The CWA (Communications Workers of America, a division of the AFL-CIO, www.cwa-union.org) held its 2003 convention last month in Chicago and passed 13 action items, including resolutions on foreign and economic policy and globalization and job loss.
Finally, grassroots efforts are under way to get people to take to the streets on the fourth Thursday of every month to protest shipping jobs offshore; 129 cities in 39 states are holding meetings (see rescueamericanjobs.org). Even if these groups don't spur the Bush administration to act, they will provide an opportunity to connect with peers.
Dear Career Coach:
My company has been unable to offer raises for the past two years, and now I suspect one of my most valuable employees is job hunting. I dread running my network without him. How can I tell if he's looking?
In a Panic
Dear Panic:
Instead of stressing about whether key employees are on the hunt, start lobbying for what you need to keep them on board. Top brass might free up some funds if you make a strong enough case, or you could seek approval for alternate benefits--extra time off, for instance.
And get used to having to proactively retain key people: Only 30 percent of 2,400 U.S. employees described themselves as "truly loyal," defined by Walker Information, an Indiana researcher, as "committed to the organization and planning to stay for the next two years." See more results of this eye-opening report at www.walkerinfo.com/resources/reports.
Send your questions to careercoach@nwc.com
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Stretched thin? From the first quarter to the second quarter of 2003, business sector output per hour increased at a 6.1 percent annual rate, more than double the first quarter's 2.7 percent, according to the U.S. Department of Labor. Meanwhile, hourly compensation increased just 3.9 percent.
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