Johnny C. Taylor Jr. answers your HR questions in a series for YSL News. He is the president and CEO of the Society for Human Resource Management, the largest HR professional organization globally, and he authored “Reset: A Leader’s Guide to Work in an Age of Upheaval.”

Question: I’ve been successful in my job search, but negotiating salary has always been difficult for me. I feel unprepared to ask for a higher starting salary. What strategies can help me negotiate my salary effectively? – Carleton

Firstly, it’s common for many individuals to feel uneasy when it comes to salary negotiations. However, adopting the right tactics can significantly enhance your chances of obtaining a favorable compensation package. Here are some essential points to consider:

◾ Research the market. Utilize online resources to find out salary ranges for similar roles, especially in your area. Collect data on industry standards and the financial status and pay practices of the company.

◾ Recognize your worth. Determine the special skills, qualifications, and achievements that you bring to the table. Provide examples of your contributions and their positive results in prior positions.

◾ Review the entire compensation package. Assess the benefits offered by the company, including health coverage, vacation days, flexible work options, retirement savings, and additional perks. Also, consider potential for growth, professional training, and bonuses.

◾ Outline your negotiation points. Prepare a compelling case for your desired salary, focusing on your capabilities, experience, and the benefits you’ll offer to the employer. Be ready to discuss other components of the compensation package, such as signing bonuses, incentives, or added benefits.

◾ Boost your confidence. Practice your negotiation points with a partner or mentor. Approach the discussion with self-assurance and assertiveness while remaining humble, respectful, and open to collaboration.

Moreover – and I can’t emphasize this enough – it’s vital to engage in salary discussions with a sense of humility. Many candidates enter negotiations with overconfidence, and although they may present what they believe are valid arguments, it can alienate the hiring manager. An inflated self-view can lead a candidate to risk a promising job offer. I’ve witnessed this on numerous occasions.

It’s also essential to recognize that the job market is currently cooling off, transitioning towards a buyer’s market rather than a seller’s one. Therefore, during compensation negotiations, proceed cautiously, understand your value in the context of the current job landscape, and remain well-informed on the overall health of the labor market.

Lastly, don’t judge the value of the position solely on the salary. Consider the opportunities it offers. How will this role shape your career path? What professional development options does the company provide? Are you willing to sacrifice some compensation for experiences that will benefit you in the long run? A new position can serve as a stepping stone to even greater opportunities ahead.

If an employee’s partner already has health insurance, can the employer request the employee to join their partner’s plan instead of using the employer’s coverage? – Sage

In short: It depends. While some companies might suggest that employees use their partner’s health insurance, they cannot legally compel them to do so. The Affordable Care Act mandates that employers with 50 or more employees must provide affordable health insurance to their staff and their dependents.

Here are several common approaches employers take to encourage the use of a spouse’s health coverage:

◾ Spousal surcharges: Some companies charge a fee to employees who enroll in their health plan if their partner can obtain coverage through their own employer.

◾ Secondary coverage: Other companies let spouses sign up for the employer’s plan as secondary coverage, which requires them to also have coverage through their own employer.

◾ Informational campaigns: Employers may provide insights and resources that help employees navigate their health insurance choices and make knowledgeable decisions.

It’s also critical to recognize that state laws differ widely. Some states have rules that limit the extent of spousal surcharges or prohibit specific practices related to health insurance, such as gender-based premium discrimination.

Additionally, employers should verify compliance with local legislation and regulations by seeking guidance from legal counsel and consulting with their state insurance commissioner before putting any cost-saving measures into effect.

Ultimately, the decision of whether to enroll in the employer’s health plan or a spouse’s plan lies with the employee.

In today’s competitive job market, it is essential for employers to provide health insurance plans that are both affordable and comprehensive, catering to the diverse needs of their employees.