Category: Global Relocation Challenges

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USCIS Revises EB-5 Immigrant Investor Program

A new rule from the U.S. Department of Homeland Security to change the employment-based EB-5 Immigrant Investor Program will take effect on November 21, 2019. The rule includes a number of changes meant to modernize the program. The rule originated prior to the current Administration. As a result, immigrant investors should take note to determine if they must take action related to their EB-5 petition.

Employment-Based Immigration Preferences

The EB-5 Immigrant Investor Program is one of several employment-based immigration preferences that the U.S. Citizenship and Immigration Services (USCIS) administers. These employment-based immigration preferences include:

  • First Preference EB-1: for persons of extraordinary skill and ability
  • Second Preference EB-2: for persons of extraordinary skill and ability, requires Labor Certification (unless petitioner obtains waiver)
  • Third Preference EB-3: for professionals, skilled workers, and other workers, requires Labor Certification
  • Fourth Preference EB-4: for “special immigrants” including religious workers
  • Fifth Preference EB-5: for business investors

What are the Requirements of the EB-5 Immigrant Investor Program?

The USCIS administers the EB-5 Immigrant Investor Program. Within this program, immigrant investors, as well as their spouses and children, become eligible to apply for a Green Card (permanent residence in the US) as long as the following conditions are met:

  1. Invest in a commercial operation as per the program’s requirements
  2. Plan to create or allow the preservation of up to 10 permanent full-time jobs

The EB-5 Immigrant Investor Program was created by the US Congress as one part of broader economic stimulus initiatives in 1990. The program was meant to help counteract the effects of the US economic recession during that time period.

EB-5 Immigrant Investor Program Results

The current EB-5 Immigrant Investor Program accounts for a significant amount of direct economic investment. The American Action Forum notes that immigrant investors account for:

  • Up to $20 billion in investments in the US economy since 2008
  • Over $5 billion in investments during 2017
  • Creation of over 174,000 jobs, equating to 16 jobs for each investor (60% more than the program requires)

Changes to the EB-5 Immigrant Investor Program

USCIS will implement five distinct changes. These changes will update the program and clarify processes and procedures:

  1. Increase minimum investment amounts from $1 million to $1.8 million.
  2. Increase minimum investment amounts in a Targeted Employment Area (TEA) from $500,000 to $900,000.
  3. Tie minimum investment amounts to inflation with the Consumer Price Index for All Urban Consumers (CPI-U), at five-year intervals.
  4. Allow certain investors to keep the priority date of their previously approved EB-5 petition when they file a new petition.
  5. Clarify rules on when family members must independently file to remove conditions on their permanent residence.
  6. Change certain TEA designations in order to direct investment to those areas that are in most need of the program.
  7. Increase consistency of definitions for areas of high unemployment.

What Does This Mean?

Immigrant Investors with EB-5 petitions on file should review the new requirements to determine if changes to their petition might be necessary. Also, immigrants looking at filing an EB-5 petition should be aware of the new requirements. Companies that are currently planning for investments as a result of the EB-5 Immigrant Investor Program should take note of the new rule’s minimum investment amounts as well as TEA designations.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients manage their visa requirements. Our team can help your company understand the EB-5 Immigrant Investor Program requirements and how it might benefit your company’s corporate objectives.

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.

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.

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 more about the EB-5 Immigrant Investor Program, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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European Central Bank Urges Banks to Proceed with Relocating UK Workers and Processes

The European Central Bank (ECB) is urging banks in the United Kingdom (UK) to prepare for a possible no-deal Brexit scenario by relocating UK workers and processes to the European Union (EU). Although the ECB believes risks to the overall EU financial stability should be manageable, it still expects banks to develop contingencies for all possibilities.

ECB Areas of Concern

The ECB notes several specific areas of concern that UK banks should address. These areas may present a number of issues that pose significant challenges for the UK banks, such as:

  • Relocating UK workers
  • Developing internal processes and systems
  • Transferring clients
  • Building local risk management capacities
  • Creating local structures of governance
  • Changing capital requirements

Need for Relocating UK Workers due to No-Deal Brexit Scenario

A no-deal Brexit scenario means EU law would no longer apply to the UK. On February 8, 2018, the European Commission Notice to Stakeholders noted several consequences in specific areas, such as:

  1. Authorizations
    1. Authorization to provide banking, payment services, and electronic money issuing will cease
    2. UK entities will need to become authorized in the EU member states they operate in
    3. EU entities with branches in the UK must comply with their operation programs
  2. Arrangements and Exposures
    1. Autonomous risk management and control frameworks
    2. Treatment of exposures to UK third parties
  3. Contracts
    1. Continuity for contract relationships will lose the EU single passport
    2. EU rules on conflicts of law and jurisdictions no longer apply to the UK

UK Banks can Mitigate the Impact of a No-Deal Brexit by Relocating UK Workers

UK banks should be able to mitigate the impact of these consequences if they prepare accordingly. These banks should proceed with relocating UK workers to the EU member states where they have operations. Also, they should examine their internal processes and controls. This will help them ensure the impact of falling out of the EU will not hinder the banking services they provide to clients.

Brexit has already impacted the UK labor market. As a result of the uncertainty, job seekers from the EU have been reducing their search for positions in the UK. These workers may also be a potential resource for new hires and talent acquisition for UK banks relocating processes to the EU.

What Does This Mean?

Banks in the UK that have clients and operations in the EU should accelerate their preparations for a no-deal Brexit scenario. They should consider relocating UK workers to EU member states. Also, they should examine internal processes and controls to ensure proper functionality within the applicable legal and regulatory environments they will operate under in such as a scenario.

GMS’ team of global experts provides analysis and guidance on several relocation industry topics in our White Paper: 2019 Industry Update. With respect to Brexit, companies should identify employees and their family members in the UK and the EU who might face issues related to their:

  • Documents
  • Visas
  • Work Permits
  • Work Authorizations
  • Travel Documents
  • Health Insurance Requirements
  • Living Arrangements

The UK has published several helpful sources of information and Brexit guidance for business. The guidance covers a wide range of topics, from “Importing after Brexit: check what you need to do” to “Prepare to work and operate in the European aviation sector after Brexit.” Companies should be sure to review the UK’s guidance to ensure they prepare accordingly, especially if they will be relocating UK workers.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients manage their need to relocate workers. Our team can help your company understand how a no-deal Brexit scenario may impact your need for relocating UK workers to the EU.

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.

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 more about relocating UK workers to the EU, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Brexit will Impact Free Movement Between UK and EU

Brexit will impact the free movement of people between the United Kingdom (UK) and the European Union (EU). The UK’s upcoming exit from the EU is increasingly looking to occur as a no-deal Brexit scenario. Many EU nationals are no longer looking for work in the UK. Although EU nationals are declining in the UK workforce, over 3 million, or 5% of the UK’s total population of approximately 64 million are from Europe.

UK Government to End Free Movement with Brexit

The UK government has announced that free movement will end on October 31. EU nationals who currently reside in the UK might have some uncertainty about how this will impact them. Currently EU nationals do not require documentation to live and work in the UK, other than having a valid passport. Following Brexit, EU nationals will need proof of legal status in the country for a wide range of issues such as employment, finance, and health insurance. With no current documentation yet in place to prove legal status, EU nationals in the UK prior to Brexit may not be distinguishable from those who arrive post-Brexit.

UK Government Assures EU Nationals are Welcome to Stay After Free Movement Ends

The UK government has issued assurances that EU nationals and their families are welcome to stay in the UK and apply for the EU Settlement Scheme. The UK government is currently determining how EU nationals will provide proof of their current legal status in the UK following a no-deal Brexit that also ends free movement. It has also reaffirmed the Settled Status for EU nationals and their family members even as the deadline for Brexit has been extended to October 31. As a result, the government is urging EU nationals to apply for the EU Settlement Scheme.

How can EU Nationals in the UK Apply for the EU Settlement Scheme?

The UK government has created an online portal for EU nationals who want to apply for the EU Settlement Scheme. Applicants for the new Settled Status must prove their identity and nationality. They must also demonstrate proof they live in the UK, and must declare any criminal convictions on their records. Under a no-deal Brexit scenario and the end of free movement, the deadline for EU nationals to apply is December 31, 2020.

Acceptable documents to prove identity and nationality include:

  • Current passport
  • Identification card
  • Recent photograph

UK Government Assistance for EU Nationals and their Families with the EU Settlement Scheme

The UK government is offering a wide range of assistance and support to help EU nationals and their families with the EU Settlement Scheme and application process, including:

What Does This Mean?

The UK government is working to determine how to provide EU nationals with documentation of their legal status. Also, it has set October 31 as the date for Brexit and the end of free movement, either with a deal or with a no-deal Brexit scenario. However, the UK government has also reaffirmed that EU nationals and their family members are welcome to stay in the UK. It has also encouraged EU nationals and their families to submit applications for the EU Settlement Scheme.

Of particular importance, the UK government notes that for those who have not applied by the date free movement ends on October 31, they will be able to continue living and working as they do now. EU nationals will be able to obtain employment, benefits, and services using the same method they currently employ to confirm their status and entitlement to receive such benefits. EU nationals should verify that all of their current documents such as passports and identification cards are valid and have not expired.

What Should Employers do About Free Movement Ending with Brexit?

Employers in the UK that have EU nationals as employees should provide guidance on the UK government’s efforts to assist them with applications for the EU Settlement Scheme. The UK government notes that over one million people have already received Settled or Pre-Settled Status under the Scheme. Employers should encourage EU national employees to verify all of their current documents such as passports are valid and in order, as well as for their family members.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond effectively to changing government regulations especially as they apply to visa and immigration issues. Our team can help your company understand how to communicate important points such as the end of free movement that may impact your EU national employees and their family members. We can also assist your company in identifying helpful guidance to provide your EU national employees regarding steps to take under Brexit such as applying for the EU Settlement Scheme.

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.

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 how to communicate issues regarding Brexit and the end of free movement to your employees, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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UK Employers Seek to Lower Salary Threshold for Foreign Workers

Despite continuing uncertainty over Brexit, UK employers are seeking a lower salary threshold for foreign workers. Currently, all non-European Union (EU) citizens who work in the UK must earn a minimum salary of £30,000. Proposals under consideration will extend this requirement to EU citizens following Brexit.

Former UK Secretary of State for the Home Department Sajid Javid unveiled these proposals in December 2018 in a white paper on immigration, “The UK’s future skills-based immigration system.” This white paper describes proposals on new laws that may become the foundation for a government bill. Specific points in the white paper cover topics on immigrant employment such as:

  1. Skilled foreign workers seeking visas that cover a five-year period must earn a minimum salary of £30,000.
  2. Eliminating all caps on highly-skilled workers from both the EU and non-EU countries

Coalition Notes Need for Lower Salary Threshold

A coalition consisting of employers and educational institutions notes that over 60% of all jobs in the UK are currently below the £30,000 threshold. This coalition includes, among others:

The coalition supports measures that create a lower salary threshold for foreign workers. As a result, the group proposes a lower salary threshold of £20,000. Other measures the coalition supports include increases in the amount and length for temporary visas and post-education work visas.

What Does This Mean?

Impending implementation of some sort of Brexit plan has already led job seekers from the EU to reduce their search for positions in the UK. As a result, a great number of positions are being filled by British workers. However, this is a temporary solution, at best. The UK is experiencing several trends that combine to leave employers without workers:

  1. Declining UK labor force participation by EU nationals.
  2. Self-employment continues to increase to record high levels.
  3. Unemployment rate in the UK continues to decline.
  4. Job openings in the UK are rising to levels that continue to set records.

What Should Employers Seeking a Lower Salary Threshold do?

Employers and coalition members should continue their efforts to promote a lower salary threshold for foreign workers. Many of the coalition members represent industries that employ large numbers of workers in lower wage occupations. Competition for workers across all industries and skill levels continues to increase, so the coalition will continue its efforts.

Employers in the UK should examine their employment needs. They should review their relocation program to determine if it benefits their talent acquisition goals during times of extremely tight labor markets and continued economic growth.

Employers should work with a Relocation Management Company (RMC) that has the knowledge and expertise to help them design a relocation program that promotes global talent acquisition. RMCs with knowledge and experience will provide expert guidance on designing a relocation program to attract qualified new hires and relocating employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers in the UK. Our team can help your company determine how to attract job seekers looking for employment opportunities. We can help your company attract workers whether or not the coalition succeeds with the lower salary threshold for foreign workers.

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 experts online to discuss your company’s recruiting, hiring, and relocation program needs as the UK continues to examine the possibility of a lower salary threshold for foreign workers, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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FY 2020 H-1B Visa Lottery Cap Limits Reached on Wednesday, April 10, 2019

visa application - approved

The United States FY 2020 H-1B visa lottery cap limits reached its regular and advanced degree exemption limits on April 10, 2019. The United States Citizenship and Immigration Services (USCIS) announced that it had used a computer-generated random selection process to select petitions. The USCIS received 201,011 petitions during the filing period which started on April 1. This figure is 5.7% higher than the 190,098 petitions that were submitted to the FY 2019 lottery.

How Many Petitions Were Filed Subject to the Lottery Cap Limits?

For FY 2020, the USCIS:

  • Starting April 1, received 201,011 H-1B Petitions
  • On April 5, announced it had received enough petitions to reach the H-1B 65,000 cap limit

The computer-generated random selection process followed the new process that USCIS implemented for FY 2020. Most importantly, this visa lottery process reverses the order that USCIS uses to select H-1B petitions under the H-1B regular cap and the advanced degree exemption.

What are the New Lottery Process and Lottery Cap Limits?

The USCIS changed the lottery process effective April 1, 2019. The steps in the FY 2020 lottery process followed this pattern:

  1. The first lottery includes all petitions and is subject to the 65,000 cap limit
  2. Once the first lottery reaches the 65,000 cap limit, the remainder are eligible for the 20,000 visas for applicants with advanced degrees from US educational institutions

What Happens to Petitions Not Selected Under the Lottery Cap Limits?

If the USCIS does not select a petition, it rejects the petition and returns it along with the filing fee. However, if the USCIS determines the petition is a “prohibited multiple filing,” the USCIS may issue a notice to deny or an intent to revoke each petition. Prohibited multiple filings fall under the regulation that prohibits an employer (or related entities) from filing in the same year more than one H-1B petition on behalf of the same beneficiary.

Can Petitions Not Subject to the Lottery Cap Limits Still Be Submitted?

USCIS will continue to accept and process petitions that are not subject to the lottery cap limits. This includes those petitions filed for current H-1B workers who were previously counted against the lottery cap limits. As a result, these petitions:

  • Retain their cap number
  • Remain exempt from the FY 2020 H-1B lottery cap limits

Also, USCIS will continue to accept and process petitions that petitioners file to:

  • Allow a current H-1B worker to change their employer
  • Allow a current H-1B worker to work in a second H-1B position at the same time as their first H-1B position
  • Alter the terms of employment for a current H-1B worker
  • Extend the length of time a current H-1B worker may remain in the United States

What Should Employers do if Petitions are not Chosen for the Lottery Cap Limits?

Employers have a few options for petitions that USCIS does not select through the lottery process:

  1. Wait until next year’s lottery
  2. Consider an alternative visa for the foreign national, subject to qualification

Alternative visa options may include some of the following, depending on situations and qualifications:

  1. Cap-Exempt H-1B
  2. B-1
  3. O-1
  4. P-1
  5. L-1
  6. TN
  7. E-1/E-2
  8. F-1 OPT/F-1 CPT
  9. Permanent Residency/Green Card without H-1B Visa

What Should Employers do?

Global Mobility Solutions has a team of global relocation experts who can help you with alternatives to H-1B visas. Our team’s knowledge and access to visa and immigration resources is unparalleled in the industry. As a result, we have helped thousands of companies with the H-1B visa lottery process reach successful results within the program’s lottery cap limits and with alternative visas.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients manage their H-1B visa lottery petitions. Therefore, our team can help your company understand the process and pursue alternative visas for petitions not chosen under the lottery cap limits.

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 experts online to discuss your H-1B and alternative visa needs resulting from lottery cap limits, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Does Your Relocation Management Company Have a Continuity Plan that Addresses Border Closure?

Global Mobility Solutions (GMS) is keenly aware that our clients’ relocation needs will continue even in light of a border closure. A border closure can be implemented on the ground, at ocean ports, or through airspace. Any method that people or goods can use to travel into or out of a country may face closure. Several Household Goods (HHG) Providers are members of our Premier Alliance Network—an elite partnership of relocation service providers. GMS contacted these members to discuss their business continuity plans.

Is a Border Closure Imminent?

North America

In the United States, the Trump Administration has indicated a desire to close the border with Mexico. What this may entail is an effort to shut ports of entry. Such an effort might:

  1. Prevent people from legally entering the US through a port
  2. Prevent goods from legally entering the US through a port

However, this may not prevent people from entering the US without papers. Many people cross into the US between ports of entry. Closing ports of entry may do little to prevent people from entering the US without papers.

Europe

Countries such as Hungary have closed borders with other countries such as Serbia and Croatia. This effort appears to be a deliberate result of the country’s push to deter asylum seekers. Also, countries such as Macedonia have started erecting fences along its border with Greece. As a result, asylum seekers in Greece are not able to cross into Macedonia to reach other parts of western and northern Europe.

Africa

The border closure between Rwanda and Uganda is difficult to define. There is no clear reason or understanding as to the underlying cause. One reason may be an undeclared trade war. Other reasons may be due to the completion of a one-stop border post, political tensions, and personal safety. Liberia implemented a border closure in an effort to halt the spread of the Ebola virus.

South America

The government of Nicolas Maduro in Venezuela has closed its border with Brazil, and other crossings in Colombia have been partially closed. Part of the reason for the border closure is due to tensions surrounding foreign aid deliveries. President Maduro has warned against trying to bring humanitarian supplies to Venezuela. Venezuela has already closed its air and ocean borders with Curacao, and the islands of Aruba and Bonaire. However, this border closure has not been fully effective. As a result, Venezuelans have still been able to cross the border into Colombia.

Asia

With tensions between India and Pakistan flaring, Pakistan’s airspace was closed. This border closure affected thousands of people and flights. The airspace over Pakistan is a major route between Southeast Asia and Europe. Between Malaysia and Thailand, a temporary border closure was recently enacted as a result of a dispute over Thai motor-taxi drivers. These drivers were prevented from ferrying passengers to Malaysia through the Bukit Kayu Hitam-Sadao main border crossing. This was ostensibly due to the effort by the Malaysia General Operations Force to enhance security checks in the area.

What Happens to HHG Moves During a Border Closure?

Clearly, HHG moves could face disruption during a border closure. Depending on the issue at hand, the historical basis for any underlying dispute, and a whole range of geo-political factors, a border closure may arise at any time, for any reason.

Relocation Management Companies (RMCs) should ensure their clients’ relocations are quickly accommodated. GMS’ Premier Alliance Network members recommend the following strategic actions.

Identify the Scope of the Border Closure

Is the closure limited to one crossing, a range of crossings, or an entire border? Does the closure include air and ocean freight shipments between the affected countries? Often a border closure may be solely due to a physical barrier issue. Also, the closure may be limited to people, not goods in transport.

Develop Backup Plans for Storage or Alternate Shipment Methods

If the scope of the border closure is limited, temporary secure warehouse storage of goods may suffice. Additionally, HHG shipments may be re-routed from ground transportation to air freight or ocean freight transportation.

What Should Employers do in the Event of a Border Closure?

Employers with relocation programs that cross international borders should verify their RMC has a business continuity plan that addresses how they will manage disruptions during a border closure. Employers should examine their company’s potential exposure to this type of disruption for any relocations, and work with their RMC to ensure continuity plans are in place.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients with HHG moves around the world. Our team can help your company determine how to ensure continuity plans are in place should disruptions occur due to a border closure.

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 experts online to discuss your company’s HHG moves and business continuity plan in face of a border closure, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Australia Migrants to be Cut in New Plan

Circular Quay Sydney taken from the Sydney Harbour Bridge just after sunset showing the Sydney Opera House on the left.

In a bid to reduce migration, Australia migrants will face a new cap. The nation will cut its current cap on migration by 15%. This cut will lower the annual number of migrants in Australia. Currently, the cap is 190,000 places.

Elements of the new plan’s cuts include:

  • Total migration number reduced from 190,000 to 160,000
  • 15% cut in total migration
  • 160,000 figure matches 2017-2018 migrant intake

Several Australia Migrants Must Live Outside Major Cities

A significant point in the new plan to cut migrants relates to their location. Up to 23,000 migrants under a new skilled visa will need to live and work in regional Australia for three years prior to gaining permanent residence. These migrants will not be able to live in Melbourne, Perth, Sydney, or the Gold Coast. In these cities and locations, the nation’s infrastructure is seen as overused and at capacity limits.

Regional Australia are those parts and destinations of the nation that are not a traditional tourist destination like Sydney or Melbourne. Migrants entering under this new skilled visa will need to live in work in cities such as Alice Springs, Kalgoorlie, and Wagga Wagga. Previously, migrants would gravitate to the most desirable cities in the nation. Now, a significant number of migrants must disperse to outlying areas. There are several reasons behind this new requirement:

  • Providing employees for regional job openings
  • Managing stress on infrastructure
  • Reducing congestion in cities
  • Removing traffic chokepoints

Current System Assesses Potential Australia Migrants by Skills

The nation’s current points system assesses potential Australia migrants according to their skills. This assessment helps the nation determine if the migrants fill a need for specific workers. Also, migrants must pass a character test and health screening. Australia migrants who desire to become citizens must also pass an English-language test covering topics such as Australia’s history, the values of the people, and the nation’s constitution.

Australia Migrants Breakdown

Under the new 160,000 cap, Australia migrants represent two distinct categories:

  1. Migrants sponsored by family members, 30% of the cap or 48,000
  2. Skilled workers, 70% of the cap or 112,000

Additionally, refugees who are resettled to Australia represent 18,750 places in addition to the 160,000 cap.

What Does This Mean?

Australia migrants will face a reduction in places for entry into the nation. Some migrants may qualify for the new skilled visa that requires them to reside in regional Australia. Similar entry requirements will remain in place, including skills assessment, character test, and health screening.

What Should Employers do About the Cap Reduction on Australia Migrants?

Companies currently looking to hire foreign workers in Australia should be aware of the cap reduction on Australia migrants. They should examine their hiring plans to determine the impact the cut may have on their corporate objectives. Companies should work with a qualified Relocation Management Company (RMC) that can provide assistance with relocation and visa program requirements.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients determine how to design their relocation and visa programs to meet country-specific requirements. As a result, our team can help your company understand how to mitigate the effects of the cap reduction on Australia migrants.

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.

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 relocation and visa programs as they relate to Australia migrants, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Overcoming Challenges in Relocation Programs

How can a company excel at overcoming challenges in relocation programs? Global Mobility Solutions’ 2019 Forum included an inspiring presentation by Eric McElvenny, a military husband and proud father of three children. Eric graduated from the United States Naval Academy in 2006. Following his graduation, Eric had the privilege of serving 7 years in the United States Marine Corps. Eric’s final military deployment was to Afghanistan. On this deployment, Eric was wounded during combat operations when he stepped on an improvised explosive device (IED). This injury led to a new journey into triathlon racing.

Eric shared his story from the military to the finish line. Also, he presented the habits we can use to embrace life’s challenges. When not training and speaking, Eric can be found with his family in Pittsburgh, Pennsylvania.

What are the Challenges in Relocation?

Eric described many challenges he faced, including learning a new career and finding his inner strength to complete his first Iron Man Triathlon in 2013, held in Hawaii. His story was insightful, and he was given a standing ovation by the grateful attendees.

In relocation, the challenges may not be as daunting as learning a new career or competing in a triathlon. However, an experienced Relocation Management Company (RMC) will have the knowledge and expertise to help your company excel at overcoming challenges in your relocation program.

Overcoming Challenges to a Location

Your company may have several locations. What if one of the locations is in a remote or challenging area? Helpful information about the location will be key for new hires and transferees to make the decision to relocate. Our global relocation experts present five specific tips to help move employees to remote and challenging locations:

  1. Pre-Decision Services Including Candidate Assessment and Expectations
  2. Community Tour of the Location During Interview
  3. Include the Family
  4. Offer Spousal or Partner Assistance
  5. Destination and Video Spotlights for Challenging Locations

Using these five tips can help a company communicate the many benefits new hires and transferees can expect with their relocation.

Recruiting Top Talent in a Tight Job Market

Talent acquisition can be challenging for any organization. During a tight job market, competition for qualified candidates makes recruitment efforts even more difficult. Overcoming challenges in talent acquisition during a tight job market is key to an organization’s ability to grow and meet strategic corporate objectives. Several points in relocation can help companies recruit top talent:

  1. Leverage Social Media
  2. Pre-Decision Services to Identify Concerns and Issues Prior to Relocation
  3. Leverage Relocation Package in the Hiring Process
  4. Policy Exceptions for Relocation Packages
  5. Increase Compensation Where Necessary for Highly Skilled Talent

Beyond the challenges of a tight job market, industries facing a skills gap also benefit from these tactics. Global relocation to fill positions requiring a high level of skill has become a solution for several industries including healthcare and information technology services.

Overcoming Challenges in Retaining New Hires

As difficult as it is to acquire talent, companies must address retaining new hires and overcoming challenges that result in failed relocations. In our newly published Case Study on Educational Institution Relocation Programs, we note several reasons why our client, a university, was losing new hires.

The overarching challenges for our client located in a small city in the eastern part of the United States:

Spouses were feeling left out of the decision-making process. As a result, many dual career couples that moved to the campus had a difficult time adapting if there was no job for the spouse. Also, recruiters could not help the hiring manager determine how to budget for the relocation. The institution’s decentralized approach provided no insight as to the overall relocation spend across the university.

Our team identified seven specific points for our client’s relocation program:

  1. Act as the university’s knowledgeable partner
  2. Provide superior local area information to highlight desirable aspects of the area
  3. Engage with candidates during pre-decision
  4. Create full accounting and tracking systems
  5. Implement satisfaction surveys
  6. Measure time for acceptance rates before and after program
  7. Provide information on all aspects of the relocation including tax impacts

By creating a relocation program that covers all of these points, our client experienced a measurable increase in new hire retention and transferee satisfaction. They also experienced a reduction in overall relocation costs. Overcoming challenges in new hire retention helps organizations direct more resources toward their strategic objectives.

What Does This Mean?

Companies faced with overcoming challenges in their relocation programs should examine the areas that will improve their transferee’s experience. By enhancing their relocation programs, companies will be more successful in recruiting talent, retaining new hires, and moving employees and their families to challenging locations.

What Should Employers do When Overcoming Challenges?

Companies should work with an experienced and knowledgeable Relocation Management Company (RMC). RMCs provide a wealth of solutions for overcoming challenges in relocation programs. Companies should review their relocation programs. This will help ensure they have a competitive advantage. Also, it will ensure their program provides the highest level of relocation benefits and services for their employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients in overcoming challenges with relocation. As a result, our team can help your company understand how to move transferees to challenging locations. We can also help your company recruit top talent in a tight job market and retain new hires.

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 experts online to discuss overcoming challenges in your company’s relocation program, or give us a call at 800.617.1904 or 480.922.0700 today.

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HR Teams Should Prepare for New FY 2020 H-1B Visa Lottery Process Opening on April 1, 2019

visa application - approved

What is the new FY 2020 H-1B visa lottery process? Many employers in the United States rely on foreign national talent to fill highly technical positions. As a result, they offer H-1B visa sponsorship to prospective employees for specialty occupations such as scientist or engineer. Employers submit hundreds of thousands of petitions each year. However, cap limits are in place so they must plan accordingly.

Additionally, the United States Citizenship and Immigration Services (USCIS) has changed the lottery process effective April 1, 2019. These changes may impact the selection of certain petitions. The Department of Homeland Security posted the rule in the Federal Register on January 31, 2019.

Current H-1B Visa Cap Limits:

  • 65,000 visas per year
    • 1,400 of these visas are reserved for residents of Chile
    • 5,400 of these visas are reserved for residents of Singapore
  • 20,000 for applicants with advanced degrees from U.S. institutions of higher education

What was the Previous H-1B Visa Lottery Process?

The USCIS previously would conduct a random lottery process if cap-subject H-1B petitions exceed the cap limit. The steps in the previous lottery process would follow this pattern:

  1. The first lottery would include all petitions from applicants with advanced degrees from U.S. institutions of higher education for the 20,000 cap limit visas
  2. If eligible petitions exceed the 20,000 cap limit in the first lottery, they become eligible for the second lottery
  3. The second lottery would include all eligible petitions that were not successful in the first lottery and all other petitions subject to the country-specific reservations (Chile, Singapore)

What is the New FY 2020 H-1B Visa Lottery Process?

The new FY 2020 H-1B visa lottery process reverses the order that USCIS uses to select H-1B petitions under the H-1B regular cap and the advanced degree exemption. Also, it introduces an electronic registration requirement for petitioners, but this requirement will go into effect after the FY 2020 process.

Now, the steps in the lottery process would follow this pattern:

  1. The first lottery includes all petitions and is subject to the 65,000 cap limit
  2. Once the first lottery has chosen the 65,000 petitions subject to the cap limit, the remainder are eligible for the 20,000 visas for applicants with advanced degrees from US educational institutions

The Department of Homeland Security believes this change will lead to an increase in the selection of beneficiaries with a master’s or higher degree from a U.S. institution of higher education for further processing under the new FY 2020 H-1B visa lottery process.

What Happens to Petitions not Chosen in the FY 2020 H-1B Visa Lottery?

Due to the high number of petitions, some are likely not to be successful in the lottery. During FY 2019, 190,098 petitions were submitted to that year’s lottery. There is no set cutoff date for petitions to the lottery. Also, the number of petitions that employers will submit is unknown. Employers that do not prepare may miss the cap and not be able to fill their positions.

Employers who miss the cutoff must wait until next year’s lottery. Another option is to consider an alternative visa for the foreign national, subject to qualification. The cap for FY 2019 was reached in only four days, by April 6, 2019. This in turn illustrates the importance of submitting petitions for the H-1B cap-subject visas as soon as the lottery opens.

What Does This Mean for You?

As prior years experiences have shown, unprepared HR teams thinking they had several 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 Do You Start for FY 2020 H-1B Visa Lottery?

Global Mobility Solutions has a team of global relocation experts who can help you with the new FY 2020 H-1B visa lottery process. Our team’s knowledge and access to visa and immigration resources is unparalleled in the industry. We have helped thousands of companies with the H-1B visa lottery process reach successful results.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients prepare for the H-1B visa lottery. Our team can help your company understand the process and prepare for the new FY 2020 H-1B visa lottery process.

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 H-1B visa lottery plans, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Germany Welcomes Foreign Job Seekers

Germany is welcoming foreign job seekers to ease a shortage of workers the nation is facing. The country is easing immigration rules in a bid to attract many more foreign workers seeking employment in Germany. The shortage of workers threatens Germany’s economic growth as companies are unable to hire and expand operations.

How many immigrants does Germany need?

The Institute for Employment Research (IAB) and the Coburg University of Applied Sciences forecast that Germany will need immigration from non-EU countries just to keep its labor force at a constant level. Depending on the scenario, Germany may need from 276,000 to 491,000 foreign job seekers from non-EU countries every year, or up to nearly 15 million non-EU immigrants by 2050.

What drives Germany’s need for foreign job seekers?

There are several factors driving Germany’s need for foreign job seekers. The study’s authors indicate the actual labor force demand is difficult to forecast. However, they cite factors including:

  • Aging and Shrinking German Population
  • Decline of EU Immigrants to Germany
  • Need to Secure the State Budget
  • Support of the Social Security System

Germany is in a difficult demographic situation. It has the oldest population in Europe, and a low fertility rate. By 2019, Germany is forecast to have fewer people under the age of 30 than people over the age of 60. This situation will certainly lead the nation to negative population growth. The forecast is for German population to decline by over 10 million people by the end of the 21st century.

However, the ability of Germany to absorb foreign job seekers can be questionable. Many migrants seeking asylum in Germany are unable to obtain jobs, even though the government has employment programs in place to provide assistance.

What is the new German skilled labor immigration law?

The German government’s new skilled labor immigration law is known as “Fachkräftezuwanderungsgesetz.” The goal of the law is to facilitate the immigration of foreign job seekers  from countries outside of the European Union (EU). This is the first immigration law of its kind in Germany. Adopted in December 2018, the new law uniformly defines the concept of professional workers, for both academics and those with vocational training. Aspects of the law allow for foreign job seekers to enter Germany if they meet certain requirements.

Requirements for foreign job seekers to enter Germany

  • Must have sufficient qualifications and an employment contract.

Or

  • Are professionals with vocational training who are looking for a job without an employment contract, who:
    • Are eligible for admission for up to six months.
    • During the six months, can participate in the program’s trial period of up to 10 hours per week.
    • Must have sufficient language skills for the desired activity.
    • Must be able to earn a living during their search.

What does this mean for asylum seekers?

When Germany rejects asylum seekers, they cannot switch into the immigration process for labor with skills. However, anyone who has worked for at least 35 hours per week, for at least 18 months, and has been allowed to stay in Germany for at least one year, is offered a two-year employment toleration.

German businesses generally support this measure. However, German employers state that the most important factors in hiring are knowledge of the German language and secure residency status. Integration into German society is an important factor for asylum seekers to be successful as foreign job seekers. Many successful job holders complete an integration and language course.

What should employers expect regarding foreign job seekers?

Employers in Germany should expect to see an increase in the number of foreign job seekers from non-EU countries. They should also expect to see a rise in the need for integration and language courses. Employers should offer assistance programs to help new hires assimilate into the company and German society.

What should employers do?

Employers in Germany should review their company’s growth plans and requirements for jobs across all levels of skill sets. They should also determine how their company’s growth plans will impact the jobs required to meet business plans and goals. Employers should consider developing apprentice programs and structuring jobs to appeal to foreign job seekers.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees across the world. Our team can help your company determine how to benefit from Germany’s new skilled labor immigration law and attract highly skilled foreign job seekers.

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 relocation program needs, or give us a call at 800.617.1904 or 480.922.0700 today.

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