Young couple unpacking cardboard boxes at new home.Moving house.
International talent relocation can present many challenges. According to a recent Atlas Van Lines survey, more than half of respondents expect their international relocation volumes to increase. With this in mind, here are the top three tips to help your international talent relocation:
Help the Transferee Acclimate
Moving a single employee or a group of employees is a complicated task, which is why it is critical to help transferees acclimate to their surrounding environments before they start working. If employees aren’t able to arrange a visit to the new location before they pack their things and move, they should do as much research on the area as they can. This may include reading local news or publications that focus on the surrounding area, which can help new residents learn the language and cultural interests. Cultural training can be crucial to assignment success. Culture shock is a very real phenomenon that impacts many travelers. When preparing for or managing culture shock, the U.S. Bureau of Educational and Cultural Affairs recommends keeping an open mind, staying physically active, and making an effort to get to know other people as much as possible.
Workings Visas and Work Permits
When talent is relocating overseas, they must first get their paperwork in order. Companies should help transferees do their homework on important travel documents. Provide information on customs and immigration requirements, Visa acquisition, and which vaccinations transferees must obtain before departure. Some countries have currency restrictions for entry as well. The U.S. Bureau of Consular Affairs has valuable supplementary resources that outline what countries require upon arrival.
Hire an Experienced Relocation Management Company
If a business is unsure how to tackle international relocation, an experienced Relocation Management Company (RMC) can provide the necessary insight and solutions to navigate today’s mobility challenges. Relocate Magazine highly recommends employing a trusted partner in this capacity, especially if management or C-level executives are unfamiliar with global relocation and the new area where they are moving their talent. RMCs can provide unique and fresh insight into each move. Whether a company needs a partner to help with the entire move, or simply needs to outsource certain aspects of a relocation effort, RMCs can provide expert guidance and help determine the most efficient and effective solutions.
Conclusion
The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company manage its international talent relocation and offer your employees the best relocation experience. Contact our team of experts to discuss how we can help your international talent relocation process, or call us directly at 800.617.1904 or 480.922.0700 today.
HR Teams Should Prepare for FY 2019 H-1B Visa Lottery Opening on April 2, 2018
H-1B Visa Lottery: Many US employers relying on foreign national talent to fill highly technical positions offer H-1B visa sponsorship to prospective employees. Hundreds of thousands of applications are submitted each year, but only 85,000 petitions are accepted due to the government cap on H-1B visas. For FY 2018, 199,000 applications were submitted. The cutoff date for applications submitted to the lottery is not defined, so unprepared employers might miss the cap and not be able to fill their position.
Thousands of employers who miss the cutoff must wait until next year’s lottery or consider an alternative visa for the foreign national, subject to qualification. The cap for FY 2018 was reached in four days, indicating the importance of submitting applications for the H-1B cap-subject visas as soon as the lottery opens.
What does this mean for you?
As the FY 2018 process has shown, unprepared HR teams thinking they had seven days to file were not given the opportunity to hire the foreign national employee they hoped to sponsor. With issues such as prevailing wages, Labor Condition Applications (LCAs), and possible site visits, the process should start as soon as possible so HR teams can submit applications at the start of the lottery.
Where can you get started with the H-1B Visa Lottery?
Global Mobility Solutions has a team of global relocation experts who can help you with the H-1B Visa Lottery process. Our team’s knowledge and access to visa and immigration resources is unparalleled in the industry, and we have helped thousands of companies with visa processes to reach successful results.
Conclusion
Global Mobility Solutions’ team of global relocation experts can help HR teams prepare for the FY 2019 H-1B Visa Lottery. Contact us online or give us a call at 800.617.1904 or 480.922.0700 today to learn about our extensive range of industry-leading resources for global relocation.
Switzerland enforces quotas on Category B Permits for persons from Romania and Bulgaria. This enforcement action is a result of the Federal Council’s decision to invoke a safeguard clause within the European Union’s Agreement on the Free Movement of Persons, which allows for restriction of movement to control migration. The quota enforcement began June 1, 2017 and will last for a period of twelve months. A total of 996 Category B Permits will be distributed on a quarterly basis. Category B Permits allow for five year residency.
Why Switzerland enforces quotas
Switzerland notes that Romanian and Bulgarian workers have been increasingly migrating for seasonal jobs in sectors with higher-than-average unemployment rates. The quota is one of the tools at the country’s disposal to control migration and mitigate adverse impacts.
What is the Switzerland quota?
Each quarter since June 1, 2017, the quota is 249 Category B Permits for workers from Romania and Bulgaria. With the quota enforcement, the number of Category B Permits has been exhausted each quarter. The third quarter, which started on December 1, has already exceeded its quota. The fourth quarter will release the last installment of 249 Category B Permits on March 1, 2018. Based on demand, the fourth quarter quota is expected to be reached only a few days after release.
Who does this impact?
Clients with transferees who are Romanian and Bulgarian citizens and who are planning to submit Category B Permit applications.
Clients who are planning to hire Romanian and Bulgarian citizens who are not currently in possession of a Switzerland work permit.
What does this mean for you?
Clients who have transferees planning to submit Category B Permit applications but who do not meet the quota limit may have other options such as Category L Permits, which are for short-term (one year) residency and are not subject to quotas. In any case, clients should ensure their transferees or new hires submit their Category B Permit applications as soon as possible at the start of each quarter.
Conclusion
Global Mobility Solutions’ team of global relocation experts can help HR teams understand and prepare as Switzerland enforces quotas on Category B Permits, as well as other visa, work permit, and immigration issues.
Contact us online or give us a call at 800.617.1904 or 480.922.0700 today.
Hipster manager sitting on stairs on sunny Piccadilly Circus, London, working on laptop, using a smart phone
While BREXIT (the departure of the United Kingdom from the European Union) consumed nearly all of 2017’s economic headlines for the UK, what does it portend for the 2018 UK Economy? Employers with plans to relocate employees to the UK, and those transferees currently in the process of relocation, should be aware of economic implications that might impact their plans.
UK Economy and Manufacturers Benefit from Eurozone and Global Growth
A recovering global economy helps sustain UK exports since the British Pound lost value after the referendum. This growth in UK exports will lead to a stronger British Pound for 2018.
British Pound Weakness Hurt Citizens But May Temper in 2018
The global relocation experts at Global Mobility Solutions (GMS) have helped thousands of our clients manage relocation to the UK. We have the knowledge and expertise to help your company determine the best plan forward as the UK Economy continues to evolve with BREXIT issues, currency fluctuations, and global economic challenges.
Contact our team of experts online to discuss how we can help your company’s global relocation plans for the UK, or call us directly at 800.617.1904 or 480.922.0700 today.
Group of young people moving in new office, holding boxes and stuff.
With today’s digitally-driven business landscape, your business relocation budget might include relocating an operational arm or corporate headquarters to a different region. For some companies, it makes economic sense to move employees to other parts of the country or globe. However, although these moves often have the intention of boosting bottom-line revenue, relocation costs can add up quickly.
Keeping that in mind, here are the top three business relocation tips you can use to help save on corporate relocation budgets:
Get Estimates from Multiple Providers
Assuming that a business has already chosen a new market and a new office space, the logistical aspects of moving now come into play. Moving offices and employees is a massive undertaking, and it is important for a business to get the most value from the relocation. Obtain multiple estimates from reputable firms and determine the best option that fits your business relocation budget. Rates can often be negotiable; a Relocation Management Company that has experts in group move coordination on staff can leverage volume for better rates with van lines.
Understand Your Rights
The U.S. Department of Transportation’s Federal Motor Carrier Safety Administration outlines a number of rights and responsibilities that businesses are entitled to before, during and after their relocation. For instance, a van line must move a client’s belongings in a timely manner. The moving company must provide a written record called a reasonable dispatch service, and if there is a delay, the company must then prepare a written record of its amended date for delivery. Since your business relocation budget requires adherence to cost guidelines, it is important for companies to ensure the entire logistical process runs smoothly.
Work with a Relocation Management Company
Choose a Relocation Management Company that has expert knowledge and extensive experience in corporate relocation services. Corporate relocation programs provide companies and employees all of the resources and tools they need to ensure a smooth and successful relocation process, and to keep your business relocation budget within guidelines. Look for a company that provides ongoing employee support services, supplier management, relocation benefits, and expense management. Since your employees will be moving to the new location, you should be sure to provide a wealth of resources for them and their families so they feel confident in accepting their new assignments and enthusiastic about the company’s relocation.
Conclusion
The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company manage its business relocation budget and offer your employees the best relocation experience. Contact our team of experts to discuss how we can help your company’s business relocation budget stay within company guidelines, or call us directly at 800.617.1904 or 480.922.0700 today.
A beautiful young woman planning an overseas trip on the internet
Global Mobility Solutions’ MyRelocation® Technology is an industry-leading relocation technology solution. Companies that provide leading relocation technology solutions to their employees will have greater employee satisfaction and a higher rate of successful relocations. By ensuring information is secure, processes are simple, and tools are easy to use, companies give employees assurance their relocation will proceed quickly and smoothly. Technology that has extensive features, is customizable, and that can handle additional employees and functions over time provides companies with a robust solution to relocation program management.
Leading relocation technology provides the following five benefits:
Easily Integrates with Current Systems
Relocation technology should integrate with company systems and leverage current data and report formats. Terminology, timing, and work flows should be easily accommodated within the technology.
Fully Secure
Ensuring the privacy and protection of your employee’s personal information is of utmost importance. A leading relocation technology will have the appropriate levels of Privacy Compliance and Service Organization Controls.
Simple to Use
Relocation technology should be simple for employees to use, as well as for human resources, recruiting, and other administrative functions. Mobile employees will appreciate a technology that provides everything they need during their relocation process, and administrative employees will find their relocation program management tasks easy to complete.
Many Features
An extensive array of features should be offered in a leading relocation technology, including tools, reports, dashboards, and estimators. The features should be easy to customize so that employees with specific requirements can be set up and running quickly and easily.
Technology is Scalable
As your company expands, your relocation technology should be able to take on additional employees, requirements, and features. Customizable technology that is scalable can accommodate more employees and can easily grow with your company.
Conclusion
Companies and their employees benefit from using a leading relocation technology for managing relocation processes. Safe, secure, and compliant technology ensures privacy and protection of employee information, as well as easy to use tools that make information and expense tracking and reporting quick and simple.
MyRelocation® Technology from Global Mobility Solutions (GMS) is a fully secure, single-platform, customizable, and scalable online relocation management technology. MyRelocation® Technology provides you and your employees a wide range of decision-making, tracking, and expense management tools when they need them, where they need them. To learn more about MyRelocation® Technology contact one of our relocation program experts for a demonstration or give us a call at 800.617.1904 or 480.922.0700 today.
Companies currently planning to send a transferee to China
Companies with transferring employees in the process of submitting applications for working visas and work permits
What are the Documents a Transferring Employee Needs to Have to Enter China?
A Working Visa is required to enter China for working purposes, and is valid for only 30 days. Upon entry, the Working Visa document must be replaced within 30 days by a Resident Permit, which allows foreigners to reside in China. A Resident Permit replaces the Working Visa on the transferring employee’s passport and allows them to remain in China legally, as well as travel abroad without any restrictions during their employment. A Foreigner’s Work Permit is a document that is delivered to the transferring employee after they have contacted and proceeded accordingly with the local Chinese authorities.
What are the Changes to the Process?
In April 2017, two previous types of Work Permits were combined into a single and unique Foreigner’s Work Permit. The Foreigner’s Work Permits are divided into three distinct categories: A, B, and C.
Foreigner’s Work Permit Categories
A: High-End Foreign Talents, professionals including scientists, science and technology leading talents, international entrepreneurs, special talents, and other foreign high-end talents urgently needed for economic and social development.
C: Other Foreigners, employed to meet the demand of the domestic labor market in line with the state policies and regulations.
The process changes work in tandem with China’s new Working Permits Points System, which allows applicants to apply online, a simple and quick process. In November 2017, further adjustments were made to the Working Permits Points System, along with a new segmentation of working areas in China.
What Does This Mean?
The new online application system should make the process simpler and easier for applicants to apply for China Working Visas and Work Permits. The Working Permits Points System is easy to understand and helps applicants quickly understand if they fall into one of the three distinct categories.
Conclusion
Global Mobility Solutions’ team of global relocation experts can help HR teams determine the best plan and course of action on how to submit applications for China Working Visas and Work Permits. Global Mobility Solutions can also help you pursue additional options if the Working Permits Points System is not viable for a transferring employee. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.
Young couple unpacking cardboard boxes at new home.Moving house.
Employee relocation or workforce mobility refers to the processes or relocation services involved in the transfer of employees or potential employees from one location to another. Additional terms that refer to these processes may include:
Some of these terms may be used interchangeably. However, the terms global relocation and North America relocation may differ in the range of services commonly required for relocating an employee. Reference to global relocation is usually as an umbrella term, and includes North America relocation processes. Reference to North America relocation usually excludes processes commonly needed for international employee relocation such as visa acquisition, repatriation, and language training.
Generally, a company’s management of workforce mobility accounts for ongoing employee support services, supplier management, candidate selection, relocation benefits, and expense management. Corporate relocation programs vary between companies due to size, need, or destination.
The overall process of employee relocation is usually divided into one of four service brackets including:
According to Worldwide ERC data, the average cost to relocate an executive level home-owning employee is approximately $97,000. For this reason, companies seek assurances that an employee is a good fit for relocation. Pre-decision services aim to uncover any potential issues that may arise prior to the employee’s relocation. As a result, these services reduce the risk of a failed relocation. Some of the most common reasons for failed relocations according to Worldwide ERC include:
Candidate Assessment – Services that assess candidate expectation, skills, personal qualities, family circumstance, and financial preparedness.
Cost of Living Analysis – Cost of living comparison of origin and destination cities to help determine acceptable or competitive salary range.
Market Analysis – Determines the likely home sale timeline and identifies potential home sale challenges such as negative equity.
School Reports – Public and Private School reports provided to the relocating employee to aid community selection.
Moving Cost Estimates – Cost estimates on household goods transportation, helps budget for relocation costs.
Community Search and Tours – Coordinates community orientation tours to familiarize relocating employees to their new location, and assist in selecting an area that fits their particular interests.
Origin Services for Employee Relocation
Origin services account for all services necessary at the transferring employee’s origin location. Some of these services include:
Expense Management – Establishment of expense reporting and management services for both the company and employee. Also, this is designed to track and contain costs during the relocation process. Utilized throughout the entire relocation process*
Home Sale Assistance – May include connecting employees with real estate agents, home marketing assistance, and home buying programs.
Household Goods Management – Management of household goods transport from origin to destination. May include procurement of van line services, replacement insurance, and guaranteed “not to exceed” estimates for goods transportation.
Visa and Immigration Services – For international relocations, visa and immigration services organize company and employee documents required for visa acquisition.
Property Management – For employees not selling their home. May include rental marketing assistance, tenant management, vacant property management, landlord consulting, and property maintenance.
Destination Services for Employee Relocation
Destination services account for all services necessary at the transferring employee’s destination location. The range of destination services sometimes includes a further segmentation of “settling in services.” These services are aimed at helping the employee and their family acclimate to their new location. Some of these services may include:
Home Finding Services – Services include connecting employees with real estate agents at destination, home buying assistance, corporate housing, temporary housing, rental assistance, and home finding tours.
Settling in Services – Services that aid employee acclimation to their new location including access to online resources, attaining local driver’s license, child care, connecting utilities, and locating a primary care physician.
Vehicle Lease or Purchase – Services that assist relocating employees acquire a vehicle including loan support, and lease negotiation.
Family Assistance – Services that assist the relocating employee’s family, including spousal employment support, counseling services, and stress management assistance.
Return or Repatriation Services
In most cases, employee relocation services for individuals returning from temporary North America assignments are equivalent to services provided at departure. While there are some short term North America relocation programs among companies, the majority of return services handle an employee’s return from international assignment. International assignments are usually classified into one of four categories:
Extended Business Travel (EBT): an assignment of 3 months or less.
Short Term: An assignment lasting 6 months to a year (range may go up to 2 years).
Long Term: An assignment lasting 2-3 years.
Permanent: An assignment lasting 3 years or more.
For EBT, short term, and long term assignments, repatriation plans have become an industry recognized necessity for effective employee retention. According to Atlas surveys, around 40% of expatriate employees leave their sponsoring company after assignment. Repatriation services seek to close this gap. They also help organizations maximize their workforce investment. As a result, they retain employees that have acquired substantial knowledge capital. Repatriation is a dynamic service area that has wide variation. For example, repatriation counseling helps employees returning from international assignment manage cultural differences, and re-acclimate to North America life. Additional services may include:
Lease termination assistance
Home services termination (includes utilities)
Tax equalization
Workforce mobility seeks to analyze, manage, execute and optimize the processes involved in transferring an employee from one location to another. For more detailed descriptions of relocation services, please visit the following pages:
GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.
Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.
Contact our team of experts to discuss how we can help improve your company’s corporate relocation program, or call us at 800.617.1904 or 480.922.0700 today.
