Singapore business district skyline panorama over Marina Bay
The Singapore Ministry of Manpower is currently in the process of creating and introducing a new Singapore Work Pass Card format. The new Work Pass Card system will feature greater security and provide for quick and easy inquiries into work pass validity and authenticity.
What is the new Singapore Work Pass Card format?
The new Work Pass Card format will remove information from the physical card. Currently, application date, issue and expiration dates, and occupation are shown on the physical Work Pass Card. Going forward, this information will only be available through a new mobile app “SGWorkPass”, a new website, and the current Work Pass System’s inquiry functions.
Employers will be able to scan a QR code printed on the new card with the SGWorkPass mobile app. This scan will check the most updated status of the work passes. Additionally, the scan will also verify information such as date of expiry and occupation.
Who does this new Singapore Work Pass Card format affect?
Employers based in Singapore with employees from outside the country.
What should employers expect with this new Singapore Work Pass Card system?
The new system implementation is on track for March 2018 activation. Starting in March, employers should follow the new process for Employment Pass, S Pass, Dependent’s Pass, and Long Term Visit Pass. Employers should use the new SGWorkPass mobile app to check whether a Work Pass is valid. Internal company information systems should have data tracking and recording in place. Employers should also verify they are monitoring each Work Pass expiration date.
Conclusion
Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific work pass requirements, and we can help your company understand how to comply with the new Singapore Work Pass Card system and requirements. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.
Pensive businessman signs a document at the office
Nine Tips: All U.S. employers must ensure proper completion of Form I-9 for every individual they hire for employment in the United States, including both US citizens and non-citizens, with very few exceptions. Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment. How can you be sure your company is fully compliant in case of a site audit?
Here are nine tips to ensure Form I-9 compliance:
Documentation Tips
Ensure all new employees complete Section 1 of Form I-9 by their first day of employment.
Note that Form I-9 cannot be completed before the individual has received and accepted their job offer.
The latest edition includes changes to the Form’s instructions and its List of Acceptable Documents. The form was most recently updated on 7/17/2017.
The employer must complete Section 2 of Form I-9 within three business days of the new employee’s first date of employment.
An important point to note is that if an employee is being hired for less than three business days, employers must complete Section 2 on the employee’s first day of employment.
Filing, Reorganization, and Inspection Tips
Keep Form I-9 on file for three years after the hire date or one year after termination, whichever date is later.
In the event of an inspection by U.S. Immigrations and Customs Enforcement (ICE), you must have forms available for all employees within the required maintenance period. Investigating officers will usually ask for a current payroll list to confirm the company’s existing employees.
In the event of a corporate reorganization, change, merger, or acquisition, employers must assess Form I-9 requirements.
Employers who have purchased or merged with another company may either choose to treat employees continuing in employment as “new hires,” meaning that a new Form I-9 must be completed for all employees, or they may choose to treat them as “continuing in employment.” The latter allows the employer to obtain and maintain the previously completed Form I-9s for each employee. Those who choose the “continuing in employment” option assume any risks or liabilities of the previous employer in relation to the I-9s, such as errors or omissions, or missing forms. Employers should audit the documents in the event of any corporate change.
For inspections, ICE will usually arrive and present an I-9 Notice of Inspection (NOI) outlining documents it needs to inspect.
The NOI generally requires the employer to present the requested documentation within 72 hours. The NOI may grant an exception to this requirement on rare occasions. Documents often requested include Form 1-9s, payroll records, Articles of Incorporation, business licenses, names of any contractors or subcontractors, and proof of E-Verify enrollment (if any).
Resource Tips
Your immigration attorney should help you develop a specific plan to prepare your company for an audit.
Industry experts with knowledge and experience in managing site audits are an invaluable resource and can provide guidance on what a site audit entails, including how to utilize technology, conduct internal audits to verify compliance, and educating sponsored and unsponsored employees on how to respond in case of a site visit.
This handbook includes USCIS guidance on employer best practices for completing, storing, and maintaining Form I-9s. You can find answers to questions such as how to correct a Form I-9. The USCIS updates the handbook semi-regularly, so be sure you are accessing the most recent version.
If you are not sure about the best practices for your global immigration program in general, contact an industry expert.
Industry experts with knowledge and experience in managing Form I-9 compliance and site audits are valuable resources and can help you with your compliance and site audit plan, as well as understanding these nine tips.
Conclusion
Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with Form I-9 compliance requirements. We can help your company understand how to be in compliance and how to respond to a site audit. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.
A Vietnamese businesswoman in her 30s looking away in front of the US Capitol building in Washington, DC.
The Trump Administration has established a National Vetting Center. The Center’s purpose is to improve coordination among federal departments and agencies as they work together to identify threats to national security and safety. The Administration has given the Department of Homeland Security and other agencies up to six months to establish the Center based on guidelines and the Administration’s approval.
Why is a National Vetting Center Needed?
The Administration is working to enhance national security. The National Vetting Center allows for an integrated approach to the use and management of all data. The Center is designed to work across several areas relating to national security. Intelligence and other information on individuals that may present a threat to national security or other areas such as border security and public safety, can be coordinated, shared, and used among agencies and departments.
Which Federal Departments and Agencies Participate in the Center?
Several federal departments and agencies will participate in the Center, including:
Department of Homeland Security
State Department
Attorney General
Justice Department
Central Intelligence Agency
Defense Department
The Center will operate under the oversight of a National Vetting Governance Board. As a result, the Board will serve as the senior interagency forum for considering issues that affect the National Vetting Center and its activities.
What is the National Vetting Center’s Main Focus?
The Center’s main focus will be on visa applicants, immigrants, and others looking to enter the US. Additionally, other individuals who are already in the US, or may be subject to deportation proceedings, will be included.
Conclusion
The Global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand what the National Vetting Center is and how it might impact your company’s relocation program.
Our experts can also help your company determine how to structure your company’s relocation program in light of the National Vetting Center to meet business requirements while offering your employees the best relocation experience. Contact our team of experts to discuss how we can help you with your company’s relocation program, or call us at 800.617.1904 or 480.922.0700 today.
Creative millennials small business owners working on social media
Companies achieve the most success with a customized, right-fit program for relocation that is specifically designed to meet their unique requirements. Employees and their families expect a broad range of services to help them during their relocation process. How can you be sure your company is competitive with your relocation program and able to attract and retain the best talent?
Here are five questions you should ask your Relocation Management Company (RMC) to ensure you receive a customized, right-fit program:
Does Your Program Align With Our Needs?
Your RMC should thoroughly review and understand your company’s mobility needs, objectives, move patterns, locations, and any other specific requirements. Ask your RMC how the program they provide will address each of these areas. Ask them how it will be in full alignment with your company’s worldwide mobility needs.
Does Your Program Provide Dedicated Account Management and Mobility Consulting?
You should have dedicated account management for your company so you can be sure your needs are met quickly and efficiently. Ask your RMC if they provide mobility consulting so Human Resources, Procurement, and Recruiting team members can have access to expert advice and guidance.
Is There a Single Point of Coordination?
Ask your RMC if they provide a single point of coordination for your employees and their families. Relocating employees should have a dedicated advocate who understands their specific needs. A single point of coordination allows for ease of communication and provides assistance for employees throughout their relocation process.
Does Your Program Provide Access to a World-Class Partner Network?
Your company should have access to a world-class partner network of providers. Employees and their families should receive the best service during their relocation process as it promotes successful relocations. Ask your RMC how they can assure your company receives the highest levels of quality at the lowest cost on a worldwide basis.
What Global Technology Does Your Program Provide?
Your employees and their families should have access to user-friendly tools and features so their relocation process is smooth and easy. Ask your RMC what technology they provide on a global basis. Your employees should always have access to the tools and resources they need, when and where they need it.
Conclusion
The most successful corporate relocation programs are customized, providing a right-fit that aligns with company objectives and employee’s expectations. Global Mobility Solutions (GMS) provides its clients with a Freedom of Choice™ model that sets the industry standard of excellence. For example, we have no affiliation with any service provider. As a result, we make supplier selections by using performance ratings and guaranteed savings. We provide a customized program that is a “Right-Fit” to our client’s needs and requirements.
Our Team of corporate relocation experts can provide a customized, right-fit program for your company. Contact our team of relocation experts to request a presentation, or give us a call at 800.617.1904 or 480.922.0700 today.
Employers must communicate Switzerland job openings in occupations that have higher than average unemployment rates starting July 2018, according to a December 8, 2017 Federal Council decision. The Federal Council may issue a list of the occupations subject to mandatory communication of openings in early 2018. The Federal Council’s requirement for mandatory advertisements will start July 1, 2018 for positions that have 8% or higher unemployment, and then increase on January 1, 2020 for positions that have 5% or higher unemployment.
What is the Switzerland job openings issue?
An initiative called “Against Mass Immigration” was adopted by Switzerland on February 9, 2014. This initiative called for quota limits on immigration. However, the Swiss Parliament passed a compromise immigration law in 2016, hoping the country could continue to have its enhanced access to the European Union’s single market. The new law required employers to advertise job openings in occupations with higher than average unemployment at job centers and to prioritize local residents prior to recruiting from outside the country. Since the implementation of the “Against Mass Immigration” effort is coming to an end after four years, the new requirement aims to continue to give local job seekers priority in job openings in sectors with higher than average unemployment.
Who does this requirement affect?
Employers based in Switzerland planning to hire workers from outside the country.
What is the new requirement?
Under the new requirement, employers must advertise their job openings with the local job center and then wait five business days before advertising these openings through other venues. The local job center must forward applications from local job seekers who meet the requirements of the job opening within three business days. Companies must invite local candidates that meet the requirements of the job opening to an interview. They must also report the job openings they are able to fill through this channel to the job center. The temporary withholding of job opening information helps job seekers who are registered with the local job center to get priority access to the job advertisements.
Conclusion
Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment requirements, and we can help your company understand how to comply with Switzerland’s new job opening and advertising rules. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.
Group of young people employee workers with computer in startup studio - Human resource business and teamwork concept on laptop working time - Start up entrepreneurs at office - Teal and orange filter
How does human resources innovation impact talent management? Human Resources is central to a company’s ability to attract, keep, and manage talent. In the current work economy, with technology driving so much change in company processes, human resources innovation might include new and varied ways to promote communication on a local and global level. This ensures employees remain fully engaged and informed wherever their current assignment may be.
Technological Advances
Technological advances that promote greater communication include video conferencing and social media engagement. On the employee-specific level, personal recognition including rewards for health and wellness efforts, social responsibility programs, and fostering creative cultures.
Talent Management in Human Resources Innovation
Talent Management can leverage Human Resources innovation by embracing technology. Additionally, it can utilize new thinking regarding what companies need to do to attract and retain talent. In some cases, technology can be used to help employees manage their own work processes, styles, education, and times that result in greater collaboration and employee satisfaction. Companies should provide employees access to several helpful online resources and guides for education.
Those employees interested in earning their MBA in Human Resources can easily find several resources for an Online MBA in Human Resources. Online education is gaining in popularity due to its ease of access and flexibility for scheduling. Financing MBA education options and descriptive guides to taking the Graduate Management Admission Test (GMAT) help employees determine how best to proceed with their future education.
Workforce Mobility and Employee Relocation
Workforce mobility and employee relocation also benefit from human resources innovation. Transferees are more likely to accept assignments knowing they have a wealth of technological resources, programs, and support for themselves and their families to assist in their relocation. Leading relocation technology that can be used anytime, anywhere provide a direct link from the company to the transferee. The technology promotes communication and provides employees with ease of mind regarding the challenges they face during their relocation.
Future of Human Resources Innovation
The 2017 Deloitte Global Human Capital Trends report notes the future of work is in the augmented workforce. This refers to reinventing jobs due to artificial intelligence (AI), robotics, and cognitive tools. These tools are growing in use and sophistication. This fundamental shift in the future of work will lead employers to focus more heavily on the role of human skills, the customer and employee experiences, and redefining the employment value proposition—what they offer employees and why employees would want to remain with the company. Companies can utilize an augmented workforce approach with their relocation programs to create unique and creative assignments for transferees. Relocation assignments that focus on new technology will help both the company and the employee learn and grow successfully.
Conclusion
The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company manage its talent and provide your employees the best relocation experience. Contact our team of experts to discuss how we can help your talent management and employee relocation process, request a demonstration of our relocation technology, or call us directly at 800.617.1904 or 480.922.0700 today.
