Month: June 2020

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Corporate Relocation Corporate relocation tips Talent Mobility

Return Safely to Workplaces: Resources Provide Guidance for Employers

Reduce the spread of Coronavirus disease 2019 (COVID-19) in the office. Ways to prevent the transmission of disease can be done by wearing a surgical mask.

One of many employer challenges with respect to the COVID-19 pandemic is finding resources to help them determine how employees can return safely to workplaces. Understanding how the disease is transmitted is daunting, as scientific inquiries may show differing results or may change over time. As a result, concrete knowledge on surface transmission is hard to come by. For example, on May 20, the Centers for Disease Control and Prevention (CDC) published an update to their website that notes the virus does not spread easily from contaminated surfaces or objects. Prior to May 20, the CDC said it may be possible to spread the virus through contaminated surfaces.

What are the Agencies that Oversee Safety in the Workplace?

Employers are aware of several requirements to ensure safety in the workplace and on the job. In the United States there are several agencies that oversee a variety of workplace and job-specific laws and regulations. A few of these agencies that may provide guidance for employees to return safely to workplaces include:

CDC

National Institute for Occupational Safety and Health (NIOSH) is a federal agency that conducts research and develops recommendations to prevent injuries and illnesses that may arise from work. The CDC is the parent organization that oversees NIOSH.

U.S. Department of Labor

Three U.S. Department of Labor (DOL) agencies are responsible for administering and enforcing laws in place to protect worker’s health and safety:

Occupational Safety and Health Administration (OSHA) is a federal agency that ensures safe and healthful working conditions through administration and enforcement of the Occupational Safety and Health (OSH) Act of 1970.

Mine Safety and Health Administration (MSHA) is responsible for overseeing administration and enforcement of the Federal Mine Safety and Health Act of 1977.

Wage and Hour Division (WHD) administers and enforces laws related to the Fair Labor Standards Act.

States

State Plans are OSHA-approved and apply to a specific U.S. state or territory. These programs focus on workplace safety and health. There are 22 State Plans that cover both the private sector and government workers. There are also 6 State Plans that cover only government workers.

For example, the state of Arizona operates a State Plan that covers most private sectors workers and all government workers through the Arizona Division of Occupational Safety and Health (ADOSH). The Industrial Commission of Arizona is the parent organization that oversees ADOSH.

What Does Return Safely to Workplaces Mean for Employers?

Returning employees to workplaces may have broad implications for employers depending on their specific situation. Some employers may need to reconfigure workplaces, while others may need to supply protective equipment. The research surrounding COVID-19 continues to provide new information, but some basic information is now somewhat established. As a result, a few organizations are taking what is known about the disease and are publishing guidelines. These guidelines serve as a resource for employers as they endeavor to help employees return safely to workplaces.

Resources to Help Employees Return Safely to Workplaces

CDC, Federal Emergency Management Agency (FEMA), and The White House have jointly created a resource for the nation, “coronavirus.gov.” This online portal includes information and links to some of the latest information on topics related to COVID-19.

NIOSH has published several topics related to workplace safety and COVID-19, including information sheets, industry-specific resources, and factsheets.

DOL Resources

DOL has created a reference page of coronavirus resources that cover many topics administrated by its several agencies including how to return safely to workplaces. These topics cover issues relating to:

  • Workplace Safety
  • Wages, Hours, and Leave
  • Unemployment Insurance Flexibilities
  • Support for Dislocated Workers and States (workers laid off as a result of COVID-19)
  • Job Corps Students
  • Injured Federal Workers
  • Federal Contractors
  • Foreign Labor Certification
  • Flexibilities for Mine Operators
  • Supporting Workforce Needs in the Agricultural Sector
  • News and General Resources

OSHA has published guidance on preparing workplaces to address COVID-19 issues. OSHA has also created a website designed specifically to provide timely information for workers and employers about the pandemic and its effects on workplaces. Various employment issues, and how to return safely to workplaces.

MHSA has published an information sheet online to address questions surrounding mine operators, workers, and COVID-19.

WHD has issued several Fact Sheets, Questions/Answers, Posters, and other resources to help workers and employers understand how they will benefit from the Families First Coronavirus Response Act (FFCRA). FFCRA also includes:

  • Emergency Paid Sick Leave Act
  • Emergency Family and Medical Leave Expansion Act

Many U.S. states have also issued guidelines under their State Plans.

Human Resource Service Companies and Organizations Promote Initiatives to Return Safely to Workplaces

Several leading human resources services companies have created a “Safely Back to Work” initiative. This alliance will let the companies collaborate on initiatives. As a result, this will help employers as they work with employees to return safely to workplaces. Randstad N.V. published an open letter inviting other organizations to join this alliance. The alliance has published a white paper, “Safely back to work in the new normal” that presents a disciplined approach to work during the COVID-19 pandemic. The white paper includes a process to develop protocols, controls, and preventive measures across countries and industries.

While a COVID vaccine is in development, there are currently vaccines for other diseases that impact the workplace, such as influenza. HelpAdvisor.com has published a flu vaccine resource guide, and MedicareAdvantage.com provides general seasonal health information for seniors. Information about influenza and other communicable diseases should be shared with employees.

What Should Employers do?

Employers should consider a thorough approach to working with employees to return safely to workplaces. They should research available resources to identify what will work best for their specific situation. Employers should work with a Relocation Management Company (RMC) that has experience with corporate relocations and individual employee moves. RMCs with knowledge and experience can help employers understand how to identify valuable resources and specific workplace issues they should address as they develop appropriate plans.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to arrange for group moves of offices, employees, and equipment. Our team can help your company understand how identify and address all of the aspects involved in helping employees return safely to workplaces.

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.

Learn best practices from Global Mobility Solutions. GMS relocation industry and technology experts are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning how to help employees return safely to workplaces, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Job Market Job Seekers Relocation Challenges Talent Mobility United States Economy Visas and International Travel

Administration Limiting Immigration Visas due to High U.S. Unemployment Levels

The Trump administration will be limiting immigration visas in order to protect U.S. workers suffering from job losses during the COVID-19 pandemic. The order also bars groups of foreign workers. Several types of visas fall under the new executive order. The administration believes the new restrictions are necessary to counteract the impact of high unemployment levels.

The Proclamation issued on June 22, 2020, amends the Proclamation 10014 of April 22, 2020 to have an expiration of December 31, 2020. An important point to note in the Proclamation is that it only applies to any alien who, on the effective date of the Proclamation:

  1. is outside of the U.S.
  2. does not have a valid nonimmigrant visa
  3. does not have an official travel document other than a visa that permits travel to the US for entry

The Proclamation also requires three Secretaries to confer and consider any necessary modifications within 30 days of June 24 and every 60 days from then on. The three Secretaries that will review conditions limiting immigration visas are responsible for these U.S. Departments:

  • Homeland Security
  • State
  • Labor

Limiting Immigration Visas: Impact

The new executive order limiting immigration visas will impact several visa categories, including the following:

H-1B Specialty Occupations

H-1B visas are subject to the Trump administration’s skills-based immigration plan. They are also subject to the U.S. Citizenship and Immigration Services new online H-1B visa lottery registration system.

Basic Requirements:

  1. Theoretical and practical application of a body of highly specialized knowledge
  2. Bachelor’s Degree or higher level of education

H-4 Dependent Spouses and Unmarried Children Under 21

H-4 visas are a temporary, nonimmigrant visa for the spouses and unmarried children (under 21 years of age) of H-1B visa holders. In some cases the U.S. has provided work permits for H-4 visa holders that are valid as long as their H-1B visa holding spouse remains H-1B eligible. Visa holders in this category are dependent upon any issue limiting immigration visas for their H-1B visa holding spouse or parent.

Basic Requirements:

  1. Is the spouse (or child) of an H-1B nonimmigrant
  2. The H-1B nonimmigrant spouse:
  3. Must be the principal beneficiary of an approved Form I-140, Immigrant Petition for Alien Workers
  4. Has been granted H-1B status

H-2B Temporary Non-Agricultural Workers

Basic Requirements:

After USCIS approved Form I-129 Petition for a Nonimmigrant Worker, prospective H-2B workers who are outside the U.S. must:

  • Apply for an H-2B visa and then seek admission to the U.S.

or

  • Directly seek admission to the U.S in H-2B classification at a U.S. port of entry in cases where an H-2B visa is not required.

L-1A Intracompany Transferee Executive or Manager

Basic Requirements:

  1. The employee must have been working for one continuous year within the immediately preceding three years prior to U.S. entry
  2. Seeks to enter the U.S. to provide service in an executive or managerial capacity

L-1B Intracompany Transferee Specialized Knowledge

Basic Requirements:

  1. The employee must have been working for one continuous year within the immediately preceding three years prior to U.S. entry
  2. Seeks to enter the U.S. to provide services in a specialized knowledge capacity

Executive Order Limiting Immigration Visas Includes Exchange Visitors

The U.S. Department of State administers the exchange visitors program. The Department also designates the sponsors for exchange visitors. Many of the categories in the exchange visitor program cover students and teachers.

J-1 Exchange Visitors

J-1 classification is for those who intend to participate in an approved program for the purpose of teaching, instructing or lecturing, studying, observing, conducting research, consulting, demonstrating special skills, receiving training, or to receive graduate medical education or training.

Basic Requirements:

  1. Submit a Form DS-2019, Certificate of Eligibility for Exchange Visitor Status to the U.S. Department of State (no blank DS-2019 Forms exist; each is printed with a unique identifier)
  2. Upon obtaining Form DS-2019, apply for a J-1 visa through the U.S. Department of State at a U.S. Embassy or Consulate

What Should Employers do About the Administration Limiting Immigration Visas?

Companies should continue to stay informed about the administration’s interest and activities limiting immigration visas. This new executive order may have a significant impact on an employer’s ability to recruit and hire foreign talent. As a result, knowing what to expect can help companies determine how to leverage strategic resources and respond accordingly to meet corporate objectives.

Companies should also work with a knowledgeable and experienced Relocation Management Company (RMC). RMCs can help companies design a robust talent acquisition program. Also, RMCs can help a company design an industry-leading relocation program that will give them a competitive advantage in the global market for highly skilled employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond effectively to issues regarding travel and immigration. Our team can help your company understand how to develop plans to mitigate the impact of the administration limiting immigration visas.

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.

Contact our experts online to discuss your company’s interest in learning more about the Trump administration limiting immigration visas, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Relocation Challenges

Flexible Transportation Solution for a Changing Mobility Landscape

The young Family is enjoying their new Home

Many GMS clients currently reviewing their relocation policies and international assignment programs find they need a flexible transportation solution. Responding to issues around the COVID-19 pandemic, companies are recognizing that shared and public transportation may not provide an optimal solution.

Issues of concern may center on proximity to others, sanitation and cleanliness, or reduced service levels impacting commuting patterns. As a result, the need for a flexible transportation solution for transferees has become a priority as both the return to work and remobilization of talent begins to unfold.

GMS spoke with Afia Arneja, Senior Vice President, International AutoSource (IAS). Afia agreed to share her expert guidance on this topic.

Growth Ahead for Short Term Assignments, Long Term Business Travel

Afia believes the relocation industry will experience an increase in short term assignments and long term business travel due to the current pandemic. These aspects of relocation may be driven by different factors. However, both short term assignments and long term business travel will require employers to address transportation for the employee in the new location. IAS has seen an increase in requests from companies who have transferees experiencing longer trips and challenges with public transportation options.

ReadyDrive Program Provides Flexible Transportation Solution

Employees who are on travel or assignment need some form of transportation to ensure they are able to commute and travel to work. However, not all will require permanent vehicle ownership in their new location. Many local government officials are asking residents to avoid using public transit. Afia notes that IAS has an ideal solution with their ReadyDrive program. The ReadyDrive program offers a unique service to support this growing group of global talent.

What is the ReadyDrive Program?

The ReadyDrive program is a worldwide car rental program that Afia states was created exclusively by IAS for the global relocation industry. The program provides an all-inclusive, flexible, and full service rental car option for both international and domestic assignees, as well as business travelers.

The ReadyDrive program is an ideal solution for:

  • Any assignment lasting 30 days or more
  • International short term assignments
  • Domestic short term assignments
  • Any assignee who may not require a traditional car lease or loan
  • Any assignee who may be on an assignment less than 2 years
  • Newly arrived employees who may receive the benefit of a monthly car rental from their employer
  • Contract workers
  • Project workers
  • Long term business travelers

Employees on any of these types of assignments can use the ReadyDrive program to ensure they are mobile from the moment they arrive in the new location.

What are the Benefits of the ReadyDrive Program as a Flexible Transportation Solution?

Afia notes the ReadyDrive program offers several distinct benefits to support employers and their employees:

  • Globally Minded – ReadyDrive offers rental car solutions in over ten thousand locations across the US and in over 150 countries worldwide.
  • Cost Effective – With preferred rates regardless of location and season, the competitive pricing is fixed, with structured pricing globally. This offers both assignees and companies a resource for managing budgets and costs. There is no seasonal inflated pricing, or popular location surcharges.
  • Comprehensive insurance – Included with each monthly rental is collision and 3rd party liability coverage. Rental car insurance can be extremely expensive with monthly costs totaling hundreds of dollars. By comparison, IAS offers coverage at no cost to assignees.
  • Unlimited mileage per month – No mileage restrictions ensure renters are free to drive as needed.
  • Spouse and coworker sharing – Renters may share the vehicle with a spouse or coworker who will be automatically covered under the insurance. There are no additional driver fees.
  • Scheduled vehicle maintenance – Long term renters will enjoy a well-running vehicle with convenient options for vehicle exchange and regular service.
  • Basic roadside assistance – No charge roadside assistance. This supports any driver and ensures vehicle towing and replacement if there are any mechanical failures with the vehicle.
  • Safety – There are many global directives for individuals to avoid public transportation. IAS rental partners take extensive safety measures to ensure all renters have clean, safe, and reliable transportation.

ReadyDrive Team Members Manage Every Step of the Rental Process

The ReadyDrive program offers a flexible transportation solution that is unparalleled in the mobility industry. Afia states that ReadyDrive team members manage every step of the rental process with assignees, from initial quotation, through rental bookings, and finally with vehicle return. The ReadyDrive team provides ongoing support to customers and companies with all aspects of their rental experience, including rental extensions, incidents, claims, and more. The ReadyDrive program provides business travelers and assignees with high touch service throughout the entire rental period.

Customer Comments Show Appreciation for a Flexible Transportation Solution

Afia also shared some recent customer comments from participants in the ReadyDrive program. She believes the comments show how the ReadyDrive program results in higher assignee and business traveler satisfaction:

  • “Thank you for the follow-up. The experience was great. The pick-up was quick and fast.” 
  • “Everything was perfect, the car and especially the kindness and professionalism of the agent who assisted me yesterday when I picked the car up.” 
  • “Everything is great so far. I’m satisfied with the vehicle and the service.” 
  • “Yes, all is well with the car and the service was excellent!”

IAS offers employees a flexible transportation solution that will meet all of their requirements and more. As employers begin mobilizing their workforces, the ReadyDrive program is an ideal solution for local transportation needs.

What Should Employers do?

Employers with employees on short term assignment or traveling for business should look into a flexible transportation solution. The current COVID-19 pandemic results in guidelines that support clean, non-public transportation options. IAS’s ReadyDrive program is an ideal solution for local transportation. IAS provides superior solutions that give employees peace of mind for their vehicle needs.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to identify assignee and business traveler needs. Our team can help your company understand how to provide a flexible transportation solution through the IAS ReadyDrive program.

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.

Contact our experts online to discuss your company’s need for a flexible transportation solution for assignees and business travelers, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

Categories
Domestic Relocation Domestic Relocation Challenges Global Relocation Global Relocation Challenges

Animal Transportation During the COVID-19 Pandemic

young couple in their new home playing with dogs, while unpacking
Young Asian couple or family feeling happy relaxing and play with their cat after moving to new house or apartment.

With the majority of US households containing at least one pet, the issue of animal transportation is an important consideration. The American Pet Products Association (APPA) reports that 67% of US households own a pet. The variety and number of pets in the US provides an indication of the complexity of transport logistics and decisions:

Pet # of Households (millions)
Dog 63.4
Cat 42.7
Freshwater Fish 11.5
Bird 5.7
Small Animal 5.4
Reptile 4.5
Saltwater Fish 1.6
Horse 1.6

Source: American Pet Products Association

Pets and COVID-19

Pet owners face unique challenges when it comes to the COVID-19 Pandemic and animal transportation. They must address social isolation, sanitation, and safety concerns for themselves as it pertains to their specific area circumstance. Also, they must address the same parameters for their pet. APPA has identified several products that are ideally suited to dealing with social isolation for pet owners and their pets. Unique ideas include pet grooming kits for home use, a motorized ribbon toy to keep cats active, puzzles made specifically for dogs to play with, and a dog treadmill.

Some evidence suggests that pets may become infected from close contact with humans who are ill with COVID-19. However, according to the University of Wisconsin-Madison Shelter Medicine Program in their publication Animal Services’ Role in COVID-19 Support, “There is no current evidence to suggest that pets play a role in the spread of this human disease.”

Additionally, the Centers for Disease Control and Prevention (CDC) recommends that pet owners treat pets as they would treat other human family members:

  • Do not let pets interact with people or animals outside the household
  • If someone in the household becomes sick, isolate that person from everyone else, including pets

COVID-19 May Impact Animal Transportation

Clients with new hires or transferring employees should be aware of any issues related to pet ownership as it may relate to a possible relocation. Pre-decision services help clients learn what the employee will be facing as it relates to a move that will include a pet. If a new hire or transferee is a pet owner, COVID-19 issues may impact animal transportation and directly affect the relocation process.

What May be Necessary for Animal Transportation During COVID-19?

Animal transportation must receive the same consideration as human transportation. The UW Shelter Medicine Program’s publication notes that “Every exception to social distancing decreases its efficacy.” Therefore, routine travel outside of a community for pets should be discontinued, the same as for human travel.

Relocation and moving are an essential service during COVID-19. For pet owners, consideration should be given to points during animal transportation such as:

  • Social distancing during the pet move
  • Limiting moving company employee exposure to the pet during the process
  • Following local regulations that are part of “safe at home” and “stay at home” orders
  • Careful observation of the pet for signs of illness

The CDC notes that the situation is evolving, and information will be updated as it becomes available. However, as noted previously, pet owners should provide the same level of care and consideration for their pets as they do other human family members. CDC Guidelines on Prevention therefore apply to both humans and pets, and include:

  • Frequent handwashing before and after interactions with pets
  • Avoiding close contact with other animals and people
  • Covering your mouth and nose with a cloth face cover if in close contact with others
  • Cover coughs and sneezes around humans and pets
  • Cleanliness and disinfection throughout living spaces
  • Health monitoring for pets

Many pet owners already consider their pets as members of the family, and take as good care of their pets as they do themselves. As a result, pet owners would likely exercise diligence related to COVID-19 prevention for their pets as well.

What Should Employers do About Animal Transportation During COVID-19?

It is important for employers with relocating employees to know and understand how to address issues related to animal transportation during COVID-19. Employers should extend the same level of service to pets as they would to human members of the relocating employee’s family. They should also ensure safe animal transportation options are available.

Employers should work with a qualified and experienced Relocation Management Company (RMC) that can provide guidance for a pet move and animal transportation during COVID-19.  RMCs can help clients and transferees understand how to arrange for the best animal transportation options and determine how to comply with pet shipping requirements such as health certificates and other issues.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to help their new hires and relocating employees with pets arrange for animal transportation. Our team can help your company understand the issues involved with animal transportation during COVID-19. We can help your company utilize pre-decision services to identify needs and requirements to ensure a smooth relocation process for the employee, their family members, and their pets.

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.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning about animal transportation solutions during COVID-19, or give us a call at 800.617.1904 or 480.922.0700 today.

Categories
Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends

Totalization Agreements Help Employers Avoid Paying Duplicate Social Security Taxes

Business woman in the City of London
A confident business woman in the City of London holding a cup of coffee and a tablet device

Totalization Agreements between the United States and other countries help employers avoid paying duplicate social security taxes. But how can such a situation arise? First, ask these questions:

  • Are you a U.S. employer with operations in other foreign countries?
  • Are you sending your employees to work temporarily across borders?

If the answer is yes to these questions, your company and its employees may benefit from bilateral social security agreements. These are agreements that the U.S. has concluded with certain other countries to address social security taxes. As a result, these agreements are usually called Totalization Agreements, and they eliminate dual country social security taxation.

GMS spoke with Erika Beddow, Business Development Manager at Global Mobility Tax, LLP (GMT).  Erika has over 20 years of experience in public accounting and in the global mobility industry. Erika agreed to share her expert guidance on this issue.

What are Bilateral Social Security Totalization Agreements – and Who is Covered?

Sending employees to work on a temporary assignment outside of the U.S. can trigger social security taxation in the other country in addition to income taxation. The employer and employee will likely have social security tax liabilities in both the home and host country on the same earnings causing double taxation. The U.S. has entered into Totalization Agreements with several countries designed to eliminate the double taxation that can occur with respect to social security taxes.

How Does an Employer Apply for Relief Under U.S. Totalization Agreements?

While both employer and employee are responsible for reporting income and remitting social security taxes in both home and host countries, there is relief for double taxation for social security taxes. If the U.S. has a Totalization Agreement with the country your employee is working in, the company can apply for a “Certificate of Coverage” from the United States Social Security Administration.

The Certificate of Coverage serves as evidence that the employee temporarily working in another country meets the requirements of a Totalization Agreement shared by both countries. As a result, it allows both the company and the individual to be exempt from paying social security taxes in the country where they are working.

How long is a Certificate of Coverage Good For?

Once a Certificate of Coverage has been issued, it is good for the length of the assignment. It will typically max out at 5 years.

Are There Risks for Non-Compliance?

Yes, there are risks for non-compliance. Similar to the risks associated with not paying income tax, a company and/or individual may face corporate or individual fees, interest and other charges for not being compliant in paying social security taxes.

How Should an Employer Identify Their Specific Risks and Plan Strategically?

Employers should begin to identify their specific risks by planning early in the process. They should also engage with experts that understand Totalization Agreements. GMT can assess whether a Certificate of Coverage is beneficial. This will help employers to plan strategically, and ensure compliance while providing tax savings opportunities.

A thorough review of the assignment details and documents will help unlock opportunities. Applying for a Certificate of Coverage eliminates double taxation of social security taxes. This allows both the employer and employee to remain on the home country social security tax program. As a result, this also minimizes worldwide social security taxes.

What Does an Action Plan for Dealing With Totalization Agreements Consist of?

Employers should identify the employees that are eligible to apply for the Certificate of Coverage. Then, the next step is to submit the application for the Certificate of Coverage with the Social Security Administration. Employers should plan for how they will track the duration of the Certificate of Coverage. A company may need to send an employee to a location where there is no Totalization Agreement in place. In these situations, GMT can provide social security tax cost estimates and other advice. This will help employers to strategize and remain compliant.

GMT can assist employers with tracking employee information, including:

  • Assignment location
  • Duration
  • Certificate of Coverage availability

Employers would have ready access to this information through GMT. It is also used to ensure timely filing and renewal of the Certificate of Coverage, as needed.

GMT has a quick guide in PDF form for employers to help them understand some of the tax issues surrounding Certificates of Coverage and Totalization Agreements. GMT is always ready to help employers learn more about tax compliance and building internal processes to support their mobile workforce, and Erika states that she is available for preliminary consultations.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients learn about important issues such as tax compliance for their organization. Our mobility consulting team can help your company understand if it can eliminate double taxation for social security taxes through the benefit of Totalization Agreements with the assistance of the experts at Global Mobility Tax, LLP.

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.

Contact our experts online to learn more about Totalization Agreements and Certificates of Coverage, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

Categories
Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Job Market Job Seekers Visas and International Travel

Immigration Application Fees May Increase to Cover USCIS Anticipated Shortfall

An Indian husband and wife are indoors in a new home. They are wearing Indian-style clothing. They are using a laptop computer and writing with a pen and paper.

U.S. Citizenship and Immigration Services (USCIS) is requesting to have a 10% surcharge added to immigration application fees. As a result of the COVID-19 pandemic, USCIS is experiencing a large decline in revenue from processing applications. The agency believes receipts will decline by over 60% through 2020. The U.S. restrictions on immigration due to COVID-19 has dramatically limited the number of applicants. However, USCIS is nearly entirely funded by these fees.

USCIS FY 2019 Final Statistics

For the FY 2019, USCIS breadth of services shows the expansive reach of the agency. Receiving immigration application fees is just one part of the agency’s mission.

Overall, in FY 2019 USCIS:

  • Granted lawful permanent residence to 577,000 individuals
  • Naturalized 834,000 new citizens
  • Received 2.2 million employment authorization applications
  • Approved 500,000 petitions for non-immigrant workers
  • Processed 40 million cases through E-Verify
  • Granted immigration relief to over 25,000 individuals

FY 2019 represents an 11-year high in new oaths of citizenship for the USCIS. However, the number of applications pending for green cards declined by 14%, and the number of applications for naturalizations declined by 12%.

What are Green Cards?

Green Cards, officially known as “Permanent Resident Cards” let the holders live and work in the U.S. on a permanent basis. The process to apply for a Green Card depends on the individual’s specific situation. Eligibility requirements vary based on the application’s submission category.

USCIS notes that most people who apply for a Green Card will need to submit at least two forms, along with the correct immigration application fees. Depending on the situation, the forms may include one or more of the following:

  • I-130 Form, Petition for Alien Relative
  • I-140 Form, Immigrant Petition for Alien Worker
  • I-730 Form, Refugee/Asylee Relative Petition
  • I-589 Form, Application for Asylum and for Withholding of Removal

Other USCIS petitions include:

  • I-360 Form, Petition for Amerasian, Widow(er), or Special Immigrant
  • I-526 Form, Immigrant Petition by Alien Entrepreneur
  • I-918 Form, Petition of U Nonimmigrant Status
  • I-929 Form, Petition for Qualifying Family Member of a U-1 Nonimmigrant

As a result, fees for forms can add up quickly. Adding a 10% surcharge on immigration application fees may increase the total amount of fees significantly, depending on the individual as well as their family members’ situations.

What are the Current Immigration Application Fees?

USCIS has several forms with associated fees depending on the specific applicant need. To apply for naturalization, applicants must submit Form N-400, Application for Naturalization. There is an online portal to help applicants calculate their total fees. Form N-400 fees include a fee for the form itself, and another fee for biometrics. An average Form N-400 fee includes:

Biometrics$85
N-400$640
Total$725

What will the Immigration Application Fees rise to?

If the 10% surcharge is added to immigration application fees, the total cost to file Form N-400 may rise by $72.50 to a total of $797.50 (assuming biometrics fee also rises by 10%). If an employer has several employees impacted by this surcharge, the increase in costs may be significant.

What Does This Mean?

Depending on the form, the 10% surcharge may be as low as $6.50, or as high as $1,779.50. In some cases, these fees may be paid by employers who employ H-1B visa holders. Employers should review the fees for the various forms to understand if the 10% surcharge may cause significant changes to budgets and costs associated with compliance to USCIS requirements.

 What Should Employers do About Immigration Application Fees?

Employers should work with a knowledgeable and experienced Relocation Management Company (RMC). RMCs with experience will be able to help employers understand how to identify costs and other issues that may arise from the USCIS surcharge request.

The RMC will also have knowledge of a number of alternatives that may provide employers with valuable and cost-effective solutions. As a result, employers may be able to mitigate the impact of the 10% surcharge and other issues surrounding immigration as it relates to COVID-19 restrictions.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond effectively to issues regarding the USCIS and immigration. Our team can help your company understand how to plan accordingly for increases in immigration application fees.

GMS was the first relocation company to register as a .com, 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.

Contact our experts online to discuss your company’s interest in learning more about how to plan for increases in immigration application fees, or give us a call at 800.617.1904 or 480.922.0700 today.

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Talent Management Talent Mobility

Special Needs Relocation Services: A Compassionate Approach

Handicapped manbeing helped during the employee relocation process

Many GMS clients have transferees who require special needs relocation services. Sometimes the need is for a family member who will be relocating with the transferee. Other times, the need is for the transferee. Pre-decision services help employers identify specific points so they can provide the appropriate resources and solutions. Often these solutions require a compassionate approach, to help the transferee and their family members have peace of mind for the relocation.

GMS spoke with Ann Hinch, International Destination Service Manager at Go Destination Services who agreed to share her knowledge and expertise on this topic.

Three Situations that Require Special Needs Relocation Services

Relocating a transferee often requires attention to the needs of their immediate family members as well. In some cases, there may be special needs relocation services. According to Ann, there are three types of situations requiring a compassionate approach:

  • Providing information and options for elder care
  • Education options for children with special needs
  • Home-finding for transferees moving with an assistance animal

Elder Care

A Pew Research Center survey in 2018 found that 14 percent of older adults living in someone else’s household were the parents of the head(s) of that household, up from just 7 percent in 1995. Transferees moving with an aging parent may ask for special attention to the type of accommodations in the home they will need to rent or purchase. They may want to know about elder care services in their destination city, including:

  • Senior centers
  • Medical resources
  • Home health care
  • Veterans Affairs (VA) hospitals, offices, care homes

Options Available

If a transferee is seeking separate housing for an elderly or special-needs adult family member, there are a number of options available, depending on the destination area’s resources. Nursing homes provide an intensive level of medical and personal care around the clock. However, assisted living communities allow residents more of a measure of independence. Independent-living communities are geared for those who can take care of themselves but may require meal preparation, housekeeping, laundry, or transportation services.

Ann notes that it is recommended that those caring for elder and special-needs family members research and visit these specialized facilities ahead of placement. Medicare’s Nursing Home Compare aggregates care quality data for every Medicare- and Medicaid-certified nursing home in the United States. Nursing Home Inspect, run by independent journalism site ProPublica, uses data from the U.S. Centers for Medicare and Medicaid Services. The site provides an unbiased database of nursing homes across the country.

Children with Special Needs Relocation Services

According to the U.S. Department of Education’s National Center for Education Statistics, in May 2019 14 percent of students under age 21 in U.S. public schools received special education services. Connecting families with districts that serve special-needs children may start with a state’s Department of Education website. Alternatively, it may begin with calling the office for that agency to learn about special-needs schools and programs in the destination city.

Ann believes that another valuable lead is social media. For instance, a parent can join and follow a Facebook group for a school they have an interest in. This way, they can see what other families have to say about the special-needs programs and learning environment.

Research Tools

There are non-government online research tools valuable for helping narrow the field of learning institutions to contact in a given region. Two such tools are Public School Review and Private School Review. Both offer a categorical search of many fields of requirement, including special-needs education. Each school includes data such as rankings, opportunity for comments by parents, contact information, tuition, and much more. Another helpful research tool is Niche.

According to Ann, GO’s best resource for local schools and other special needs relocation services program information is their database of talented area consultants in destination cities. GO’s in-house research team also frequently supplements the area consultants’ efforts. Ann shared that sometimes GO is asked to provide research that affects a relocation decision. For example, a recent request came from a couple who were considering relocating from China to New Jersey. Their son had special needs, and GO was tasked by the father’s employer to compile a list of public and private schools with relevant programming. This research greatly aided the family in deciding to accept the employer’s relocation offer to the U.S.

Assistance Animals

Since domesticating dogs thousands of years ago, humans have valued them and many other animals for companionship and protection. Some domesticated animals have special training to provide service or assistance. This could include helping someone who has limited vision, or monitoring and alerting someone to the onset of seizures.

In Ann’s research, she has found that the U.S. Department of Housing and Urban Development defines an assistance animal as one that “works, provides assistance, or performs tasks for the benefit of a person with a disability, or that provides emotional support that alleviates one or more identified effects of a person’s disability.” Assistance animals are not classified as pets when it comes to seeking most types of rental housing, though there are some exemptions for single-family homes rented without an agent and owner-occupied buildings with four or fewer units. Also, breed and weight restrictions do not apply.

Fair Housing Act

The Fair Housing Act requires housing providers to allow reasonable accommodation for assistance animals if the request to have the animal is supported by reliable documentation for the disability and meets other requirements – such as that having the animal would not pose a direct threat to the health or safety of others, or would not result in significant physical damage to property. “Reasonable accommodation” also means providers must waive pet fees, though a pet deposit may still apply.

In booking a hotel or temporary accommodations for a transferee with a service dog, the Americans with Disabilities Act states any such person must be provided the same opportunity to reserve any room as other guests. It is important to note for purposes of the ADA that “service dogs” and “assistance animals” are separate categories. Therefore, it is a good idea to consult a hotel or other public accommodation ahead of arrival. Be sure to inquire about documentation for any animal that is not a service dog.

What Should Employers Do About Special Needs Relocation Services?

Employers should leverage pre-decision services to help identify any special needs relocation services their transferee may need. A Relocation Management Company (RMC) with knowledge and experience will help employers understand how to provide a compassionate approach to address specific transferee needs. As a result, transferees and their family members will have peace of mind. Their relocation process will also be smooth and successful.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to identify if transferees require any special needs relocation services through our robust pre-decision services. As a result, our team can help your company understand how to identify specific points of concern. In turn, this will help your company provide the appropriate resources and solutions.

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.

Contact our experts online to learn more about special needs relocation services, or give us a call at 800.617.1904 or 480.922.0700 today.

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Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Corporate Relocation Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends United States Economy

Texas Relocation: The Lone Star State Continues to Draw Companies

Welcome to Texas state road sign at the state border

Many companies have a Texas relocation as part of their corporate objectives. Trends show the state of Texas as a top destination for company facilities and corporate headquarters looking to relocate. These trends span quite a length of time. Companies leaving California have chosen to move to Texas more than any other state for each of the past 12 years.

Every state has many benefits for the companies that choose to relocate there. Some US cities and states offer a number of incentives for people to move as well. Southern California in particular is known for great amenities such as excellent weather, expansive and beautiful beaches, and the growth of dynamic industries. What is it about the Lone Star State that makes a Texas relocation so attractive for companies?

Benefits of a Texas Relocation

Companies looking at future trends and the possibility of relocation often consider several factors in their decision. Company location may determine future growth and business viability. For example, technology companies might need to consider a location with access to a highly educated workforce, capital markets, and critical infrastructure such as fiber optic technology for broadband internet service. Other companies may consider tax issues, or ways to increase corporate synergies following an acquisition.

What are the Factors That Make a Texas Relocation a Good Business Decision?

When it comes to a Texas relocation, companies consistently cite a few factors as critical to their decision. While taxes often make the news, other factors also have a significant impact on these decisions. Besides taxes, companies note housing affordability and livability for employees, utility costs, labor costs, and business regulations.

Texas Taxes

Texas has no state income tax. It also has no corporate income tax. These two taxes often are significantly burdensome in other states. For example, the corporate tax rate in California is 8.84%. However, Texas does has a form of gross receipts tax on businesses, the Corporate Franchise Tax. This tax rate is 0.75% of margin for most businesses, and a lower rate of 0.375% for businesses in the retail and wholesale industries.

Lone Star Livability

Livability is a somewhat subjective term. What makes one place more livable than another place? Examining a few key indicators can help shape a good perspective on livability. Wage differences should be considered with the cost of living in a location. State policies on health insurance may skew numbers—especially if the health insurance is not comparable to what is available in other markets.

One of the most important factors in any consideration of livability is the cost of housing. Overall, Texas continues to be one of the most affordable states for housing. Other states face a significant percentage of residents who want to move, often due to housing costs. Some states have already seen thousands of residents depart due to affordability and livability issues.

Lower Utility Costs Energize Texas Relocation

Electricity rates in Texas tend to be significantly lower than the national average. This holds true for residential, commercial, and industrial electricity rates. Natural gas rates are also lower than the national average in Texas. Texas also produces the most crude oil and natural gas in the nation.

Labor Costs in Texas

A large part of labor costs are the taxes employers pay. While salary and wages make up the majority of direct costs, payroll-related taxes can be considerable. Most of these taxes in Texas have comparatively low minimums. As a result, employers pay less overall in payroll-related taxes in Texas than they would in other states. Also, the vast majority of Texas counties have wages that are lower than the national average.

Business Regulations Drive Texas Relocation

Texas consistently ranks in the number one position for its business-friendly climate. The Small Business and Entrepreneurship Council reports that Texas leads all states when it comes to both its policy and tax environments.

Top 10 States on the Policy Index 2019Top 10 States on the Tax Index 2019
1. Texas1. Texas
2. Nevada2. South Dakota
3. Florida3. Nevada
4. South Dakota4. Wyoming
5. Wyoming5. Florida
6. Indiana6. Washington
7. Utah7. Ohio
8. Alabama8. Colorado
9. Arizona9. Alaska
10. Washington10. Alabama

Source: Small Business and Entrepreneurship Council.

What Does a Texas Relocation Mean for Employers?

Companies may consider relocating their headquarters or other facilities for a number of reasons. Most companies consider factors such as regulations, taxes, and livability as they examine a possible Texas relocation. As a result, Texas consistently rises to the top of the list due to several factors. These include lower tax rates, low energy costs, lower costs of labor, favorable cost of living, and business-friendly policy and tax environments.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop plans and processes to ensure a successful and efficient corporate relocation. As a result, our team can help your company with its planning and research for a possible Texas relocation.

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.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to learn whether a Texas relocation would be a good move for your company, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Job Market United States Economy

Sanitation and Cleanliness in Relocation: Rising to the Challenge

One man, man in protective suit disinfecting and spraying every room in the building alone.

Many GMS clients are looking at how they can successfully transition their workforce back to an office or facility location that meets new requirements for sanitation. The original move to a “work from home” environment may have been quickly implemented with very little planning due to the COVID-19 pandemic and various “stay at home” orders.

Returning to a place of work will require a thoughtful approach to the concepts of sanitation and cleanliness. In relocation terms, the return of employees is very similar to a group move. A number of specific points should be addressed to ensure health and safety for all employees.

3 Main Points to Consider with Sanitation

There are 3 main points a company should consider when it comes to sanitation: moving equipment back into a facility, work space configuration, and facility cleanliness.

1. Sanitation When Moving Equipment Back to a Workplace

The American Moving & Storage Association (AMSA) has issued guidance for consumers to ensure safety for all who move during the COVID-19 pandemic. This guidance also applies to moving equipment from an employee’s home back to a workplace. One of the points to consider is that employees should always use fresh supplies of packing materials for any equipment they plan to return to the office.

For example, employees planning to move computer equipment and supplies, file folders, and other office materials should ensure any box they use is new. Rolls of tape, packing papers, and storage boxes should all be new equipment that has not be used for any other purpose. GMS partners provide packing and moving services that are specifically targeted to ensuring health and safety for employees and the workplace.

Equipment that returns to a workplace should meet sanitation and cleanliness requirements. Desktop IT equipment that has been in use in a home environment may need specialized cleaning to ensure it does not transmit any issues back to a workplace such as:

When in doubt, companies should look into sanitation and cleanliness of all incoming equipment to help ensure a clean and safe workplace. Companies may consider offering assistance to employees in the form of curbside return services. With these services, professional movers bring equipment back to a workplace and arrange for installation as well as cleaning and sanitation.

2. Workplace Configuration

The new normal for workplaces may be anything but normal to employees who may be used to close office environments and easy-going quick meetings in hallways, at desks, or in the lunchroom. Social distancing rules put forward by health authorities to help people protect themselves and others could require a new configuration for workplaces.

Generally, social distancing rules according to the Centers for Disease Control and Prevention require:

  • At least 6 feet distance from coworkers
  • No gathering in groups
  • Avoid mass gatherings
  • Do not enter crowded places
  • Limit close contact with others

For some workplaces, entirely new office and work space designs may be required. Companies should review conference rooms, break rooms, lunch rooms, hallways, and other shared spaces with a focus on helping employees maintain social distancing. While social distancing may help reduce the need for workplace sanitation, it will not eliminate the need for companies to address this need.

Other considerations may involve how to configure storage. New space requirements may lead some companies to recognize a need to store equipment, file cabinets, and office furniture. Storage needs may be for the short term or the long term. Workplace size as well as changes driven by how work now actually gets done may dictate new and increased storage needs.

3. Workplace Sanitation

With equipment returning to workplaces and the need to ensure health and safety for employees, companies should review their workplace sanitation programs. Companies should examine equipment, facilities, door handles, tables, chairs, and even staplers in a shared copy room for patterns of use, cleanliness, and sanitation.

While some workplaces may already use good sanitation practices, the new normal with COVID-19 requires a greater focus on practices to ensure good health and safe practices. Many GMS network partners offer enhanced sanitation, including specialized services such as electrostatic disinfection.

Communication of new workplace rules is critical to help employees learn what is considered safe behavior, and what is not. Use of shared facilities such as a lunch room may require consideration as to occupancy and cleaning requirements. Workplace event coordination may be useful to help welcome employees while sharing about the new workplace and expectations. Motivating employees to become involved and engaged will help them gain a sense of belonging and purpose in their new workplace.

What Should Employers do?

Employers should look into all of the aspects surrounding sanitation as they plan for employees to return to the workplace. Packing, moving, and equipment sanitation should be considered. Also, employers should carefully review workplace configuration and potential storage requirements. The new normal for workplaces has changed significantly in light of the COVID-19 pandemic. A Relocation Management Company (RMC) with knowledge and experience in managing group moves is an ideal resource to help employers who are planning to move groups of employees back to central workplace.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to arrange for group moves of offices, employees, and equipment. Our team can help your company understand how identify and address all of the aspects of a group move for your employees returning to the workplace while maintaining new sanitation and cleanliness standards.

GMS was the first relocation company to register as a .com, 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.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Contact our experts online to discuss your company’s need for information about helping employees return to the workplace while ensuring sanitation, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

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