Category: Global Relocation Tips

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Singapore Fair Consideration Framework and S Pass Eligibility

Singapore Skyline reflection

The Singapore Ministry of Manpower is currently in the process of expanding the Fair Consideration Framework (FCF) to cover more employers and jobs, effective July 1, 2018. Advertising requirements will increase to at least fourteen days for companies with 10 or more employees and for jobs that pay a fixed monthly salary of less than S$15,000 SGD. This is a change from the current advertising requirement for firms with at least 25 employees and for jobs that pay a fixed monthly salary of less than S$12,000 SGD.

Additionally, starting in January 1, 2019, S Pass eligibility will change. Currently the minimum qualifying salary for S Pass is S$2,200 SGD. The new minimum salary for S Pass will increase to S$2,400 SGD in a two-step incremental process:

  • January 1, 2019 S Pass minimum salary increases by S$1,000 SGD to S$2,300 SGD
  • January 1, 2020 S Pass minimum salary increases by S$1,000 SGD to S$2,400 SGD

What is the Singapore Fair Consideration Framework?

The FCF is part of the Government’s effort to strengthen the Singaporean core in the workforce. It sets clear expectations for companies to consider Singaporeans for job opportunities, through the use of Jobs Bank advertising of open positions.

The FCF applies to all companies in Singapore. These companies must also comply with the Tripartite Guidelines on Fair Employment Practices and have fair employment practices that are open, merit-based and non-discriminatory.

Who does this new Singapore Fair Consideration Framework affect?

Employers based in Singapore with at least 10 or more employees whose fixed salaries are less than S$15,000 SGD.

What should employers expect with this new Singapore Fair Consideration Framework?

There will be less jobs exempt from the job bank advertising requirement. Applications will require a longer time for submission.

What is the Singapore S Pass?

The Singapore S Pass allows mid-level skilled staff to work in Singapore. Employees need to earn at least S$2,200 SGD a month and have the requisite qualifications and work experience.

Who does this new Singapore S Pass Eligibility affect?

Employers based in Singapore with employees holding S Passes whose fixed salary is S$2,200 SGD.

What should employers expect with this new S Pass Eligibility?

Positions will need to meet the new salary requirements on January 1 of each year to maintain eligibility.

What should employers do?

Employers should plan for the increased advertising requirements and the increasing salary requirements so their recruitment plans can be revised accordingly.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements, and we can help your company understand how to comply with the new Singapore Fair Consideration Framework and S Pass requirements. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.Request your complimentary Visa Program Assessment

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What are the 2018 Global Relocation Trends?

Happy young couple sitting on the mattress in their new apartment in the morning and using laptop together. Cardboard boxes in the background.

What are the major 2018 global relocation trends shaping the industry? As workforce mobility and employee relocation continues to increase, several trends change how clients respond to increasing employee requirements regarding their relocation needs. Also, global changes in how employees are able to accept transferee assignments, such as limits on working visas and work permits, further impact company plans for mobility.

Our team of global relocation experts have identified five key trends that are shaping 2018 Global Relocation.

2018 Global Relocation Trends

Growth in Partner and Spouse Career Support Programs

As companies continue to expand globally, the need for a mobile workforce to accept transferee assignments has increased exponentially. Along with this mobile workforce, services designed specifically for spouses and partners have become increasingly important to employees. Spouses and partners are critical to ensuring transferee success. It is important for clients to provide support and information specifically for spouses and partners to help them with their relocation process. Specifically, pre-decision support, an online job search and assistance portal, and professional career services are important programs and services for spouses and partners. Transferees can be secure in the knowledge that their spouses and partners will receive as much assistance as they need to be successful in their new location.

Flexible and Responsive Global Relocation Programs

Global relocation programs need to provide enough flexibility to anticipate and provide for challenges and opportunities that are unique to specific locations. Many multi-national clients have designed a corporate-level relocation program, which then is further customized for each international headquarter location. Relocation programs designed at the corporate level need to provide for a multitude of options and differences across locations. Our recent Case Study on Implementation Success Factors describes in detail the importance of identifying all stakeholders and engaging them early in the process to ensure implementation success.

Immigration Challenges

Countries are increasingly placing limits on the number and types of working visas and work permits that allow transferees to enter the country legally for work assignments. Some countries such as the United Kingdom have seen the number of applications exceed the monthly quota. Other countries such as China have changed requirements and set up a Working Permits Points System that emphasizes transferees with specialized knowledge. The United States has instituted travel restrictions for specific locations, and has increased enforcement of immigration requirements. As countries around the world respond to migration challenges, the impact on global relocation programs will continue to evolve.

Technology Advances

Global relocation programs continue to respond to evolving technology changes. Increasingly, mobile technology must be responsive to provide transferees with information and solutions during their relocation process when they need it, wherever they are located. Transferees should be able to get information on the go, and upload expenses for quick reimbursement. Mobile enhanced relocation technology solutions such as MyRelocation should be available, as it is platform-responsive and able to be accessed anywhere, making it the most useful solution for a mobile workforce.

Outsourcing Relocation Programs to Industry Experts

Global relocation programs must cover a wide array of specialized issues such as tax, visa applications, and compliance reporting. Furthermore, it is to a client’s best advantage to consult with experts who have knowledge and experience in the specific aspects of these areas as they relate to global relocation programs. Companies can benefit from an outsourced solution that specializes in unique relocation needs. Working with relocation experts who have extensive experience in these and other areas can help a company avoid risks and respond more effectively to transferee’s requests for guidance and advice.

Conclusion

Thoroughly reviewing your global relocation policy and benchmarking to industry best practices keeps your company at the forefront of your industry peers, reinforces employee satisfaction, and promotes successful relocations. The global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company remain at the forefront of 2018 global relocation trends, and offer your employees the best relocation experience.

Contact our team of experts to discuss your global relocation policy needs, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Slovakia Employment Rules Change for Non-EU Nationals

Bratislava skyline, Slovakia

Slovakia Employment Rules: Slovakia is currently facing a shortage of qualified employees across several industries. To ease this situation, the Slovak government will reduce the restrictive requirements currently in place regarding employment for non-EU nationals starting May 1, 2018.

What are the Slovakia Employment Rules Changes?

Slovakia’s Act on Employment Services will require vacant position notifications to be reported to the Labor Office for twenty business days instead of the current thirty business days. This reduces the overall single permit processing time.

Districts which have average unemployment rates lower than 5% will have a simplified single permit process for occupations with labor shortages. The Labor Office will issue confirmation on filling job vacancies without conducting a local labor market test.

Single permit holders hired without a local labor market test in this simple procedure can only comprise 30% or less of a company’s total employment.

Additionally, new documents must be provided to the Labor Office to support the assignment of a non-EU national from another EU member state. These documents include confirmation of the accommodation for the assignment duration, a copy of Form A1, and a copy of the EU member state’s residence document (if applicable).

What Should Employers Expect?

Employers who have been convicted of illegally hiring foreign nationals in the most recent two year period will not be able to utilize the simple procedure.

Employers should learn about and understand the new simple procedure available in Slovakia. The Employment Rules change may allow employers to hire additional non-EU nationals in a shorter timeframe in order to meet business goals and objectives.

Most companies in Slovakia claim the simple procedures will not result in a massive search for workers outside of EU countries. Currently, the majority of workers in Slovakia who are from countries outside the EU are from Serbia and Ukraine. Half of these employees have a university-level education.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment rule changes and work requirements, and we can help your company understand how to comply with the new Slovakia employment rules change for non-EU nationals. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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Singapore Work Pass Card from Ministry of Manpower

Singapore business district skyline panorama over Marina Bay

The Singapore Ministry of Manpower is currently in the process of creating and introducing a new Singapore Work Pass Card format. The new Work Pass Card system will feature greater security and provide for quick and easy inquiries into work pass validity and authenticity.

What is the new Singapore Work Pass Card format?

The new Work Pass Card format will remove information from the physical card. Currently, application date, issue and expiration dates, and occupation are shown on the physical Work Pass Card. Going forward, this information will only be available through a new mobile app “SGWorkPass”, a new website, and the current Work Pass System’s inquiry functions.

Employers will be able to scan a QR code printed on the new card with the SGWorkPass mobile app. This scan will check the most updated status of the work passes. Additionally, the scan will also verify information such as date of expiry and occupation.

Who does this new Singapore Work Pass Card format affect?

Employers based in Singapore with employees from outside the country.

What should employers expect with this new Singapore Work Pass Card system?

The new system implementation is on track for March 2018 activation. Starting in March, employers should follow the new process for Employment Pass, S Pass, Dependent’s Pass, and Long Term Visit Pass. Employers should use the new SGWorkPass mobile app to check whether a Work Pass is valid. Internal company information systems should have data tracking and recording in place. Employers should also verify they are monitoring each Work Pass expiration date.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific work pass requirements, and we can help your company understand how to comply with the new Singapore Work Pass Card system and requirements. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Nine Tips to Ensure Form I-9 Compliance in Case of a Site Audit

Pensive businessman signs a document at the office

Nine Tips: All U.S. employers must ensure proper completion of Form I-9 for every individual they hire for employment in the United States, including both US citizens and non-citizens, with very few exceptions. Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment. How can you be sure your company is fully compliant in case of a site audit?

Here are nine tips to ensure Form I-9 compliance:

Documentation Tips

  1. Ensure all new employees complete Section 1 of Form I-9 by their first day of employment.

Note that Form I-9 cannot be completed before the individual has received and accepted their job offer.

  1. Employers must use the most recent version of Form I-9 published by the U.S. Citizenship and Immigration Service (USCIS).

The latest edition includes changes to the Form’s instructions and its List of Acceptable Documents. The form was most recently updated on 7/17/2017.

  1. The employer must complete Section 2 of Form I-9 within three business days of the new employee’s first date of employment.

An important point to note is that if an employee is being hired for less than three business days, employers must complete Section 2 on the employee’s first day of employment.

Filing, Reorganization, and Inspection Tips

  1. Keep Form I-9 on file for three years after the hire date or one year after termination, whichever date is later.

In the event of an inspection by U.S. Immigrations and Customs Enforcement (ICE), you must have forms available for all employees within the required maintenance period. Investigating officers will usually ask for a current payroll list to confirm the company’s existing employees.

  1. In the event of a corporate reorganization, change, merger, or acquisition, employers must assess Form I-9 requirements.

Employers who have purchased or merged with another company may either choose to treat employees continuing in employment as “new hires,” meaning that a new Form I-9 must be completed for all employees, or they may choose to treat them as “continuing in employment.” The latter allows the employer to obtain and maintain the previously completed Form I-9s for each employee. Those who choose the “continuing in employment” option assume any risks or liabilities of the previous employer in relation to the I-9s, such as errors or omissions, or missing forms. Employers should audit the documents in the event of any corporate change.

  1. For inspections, ICE will usually arrive and present an I-9 Notice of Inspection (NOI) outlining documents it needs to inspect.

The NOI generally requires the employer to present the requested documentation within 72 hours. The NOI may grant an exception to this requirement on rare occasions. Documents often requested include Form 1-9s, payroll records, Articles of Incorporation, business licenses, names of any contractors or subcontractors, and proof of E-Verify enrollment (if any).

Resource Tips

  1. Your immigration attorney should help you develop a specific plan to prepare your company for an audit.

Industry experts with knowledge and experience in managing site audits are an invaluable resource and can provide guidance on what a site audit entails, including how to utilize technology, conduct internal audits to verify compliance, and educating sponsored and unsponsored employees on how to respond in case of a site visit.

  1. Refer to USCIS Handbook for Employers M-274 if you have questions about Form I-9 compliance.

This handbook includes USCIS guidance on employer best practices for completing, storing, and maintaining Form I-9s. You can find answers to questions such as how to correct a Form I-9. The USCIS updates the handbook semi-regularly, so be sure you are accessing the most recent version.

  1. If you are not sure about the best practices for your global immigration program in general, contact an industry expert.

Industry experts with knowledge and experience in managing Form I-9 compliance and site audits are valuable resources and can help you with your compliance and site audit plan, as well as understanding these nine tips.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with Form I-9 compliance requirements. We can help your company understand how to be in compliance and how to respond to a site audit. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Expatriate Health Insurance

Young man with broken leg in plaster cast lying down on sofa at home and using a smart phone.
Expatriate health insurance is an important consideration for both clients and assignees. Employees relocating to international locations for extended periods of time should have access to quality health care. Options and costs may vary greatly depending on assignment location. Employers may need to consider the range of relocation benefits they provide for their mobile workforce to account for expatriate health insurance needs. There are three specific factors that clients and their relocating employees should consider when examining their options:

1. Uninsured Employees May Incur Large Healthcare Costs and Need Expatriate Health Insurance

\Now Health International, an international insurance provider, conducted a survey that included a question about expatriate employee’s attitudes about health insurance coverage. As reported by Relocate Magazine, the survey found 25% of respondents did not have health insurance because they were currently healthy and believed they would not fall ill. Many respondents live and work in many well-developed locations such as Hong Kong, Singapore, and Thailand, and several believe they have coverage in their new country’s state healthcare system. However, many countries are working to limit medical care for expatriates to only accident and emergency coverage. This trend could leave expatriates with large, unreimbursed healthcare costs if they do become ill.

2. Medical Care Quality Varies by Country

Some countries provide good expatriate healthcare options, based on the medical resources they provide and their level of industrialization. In its most recent Expat Explorer 2017 Survey, HSBC found that healthcare standards and the ease of setting up healthcare are seen as best in France, Malaysia, and Australia. As noted in the survey, better healthcare standards is a key reason that 58% of expatriate retirees have moved to France, and 53% of all expatriates in France say their physical health is better than it would be at home. Other countries such as Taiwan provide a national health insurance system which expatriates can join and are well-known for high satisfaction with healthcare affordability. Alternatively, countries such as the US, which spends a large amount on healthcare, may have according to the Organization for Economic Cooperation and Development.

3. Expatriate Health Insurance Costs May Seem Prohibitive

Talent Management and HR reports that employers should offer health insurance benefits because it is a strong factor in employee attraction and retention. This applies to expatriates as well. The fact that assignees are located in an international setting does not reduce their interest in health insurance. Insurance companies such as Expacare provide several international health and medical insurance plans for expatriates. Although many employers might believe expatriate health insurance would be cost prohibitive, several have found options that meet their needs. With many countries looking to limit access to their national health insurance programs, out of pocket medical costs might be even more prohibitive if expatriates are left without health insurance coverage.

Conclusion

Employers should consider expatriate health insurance as they develop their relocation program. Assignees should have access to health care without worrying about prohibitive out of pocket costs. A wide range of options are available. The global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand the options available for expatriate health insurance. Our experts can also help your team understand and communicate information about health insurance to your assignees to provide them with the best relocation experience. Contact our team of experts online or call us directly at 800.617.1904 or 480.922.0700 today. Request your complimentary relocation policy review
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India e-Services Online Portal Launched by Bureau of Immigration

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Three young Indian businesspeople working together and having fun while doing it.

India e-Services Online Portal provides visa and associated services for all foreign nationals residing in areas covered by the Foreigner’s Regional Registration Office (FRRO) in Chennai. The FRRO is the primary agency responsible for regulating the registration, movement, and duration of foreign nationals staying in India. The Government of India Bureau of Immigration is launching e-Services Online Portal near the end of February 2018.

Who Does This Affect?

  • All employers sponsoring foreign national employees residing in areas covered under the jurisdiction of the FRRO in Chennai.

What Does India e-Services Online Portal Provide?

All foreign national employees residing within the jurisdiction of the FRRO in Chennai should seek visa and associated services through the India e-Services Online Portal. Employees need to register and submit an online application within the Portal. The Portal will also let employees upload the relevant documents that must accompany their online application. Once complete, employees should submit the online application for further processing.

As a result of the new India e-Services Online Portal, foreign national employees do not need to visit the FRRO office in person. All communication regarding visa and associated services will go through the India e-Services Online Portal and other electronic means such as email or text messages. Given the country’s size and logistical challenges, the Portal should provide significant cost and time savings for foreign national employees.

Conclusion

Global Mobility Solutions’ team of global relocation experts understand how visa and associated services should be arranged for a smooth international relocation process. Our team of experts can help HR teams understand the new process, communicate with their employees about India e-Services Online Portal, and determine how best to proceed with these new requirements.

Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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What are the Benefits of Outsourcing Relocation Programs?

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What are the benefits of outsourcing relocation programs? Companies that want to stay ahead of their competitors and attract highly qualified employees offer a well-designed corporate relocation program. Employees are looking for relocation programs to provide a wide range of benefits and services to ensure they have an easy and smooth relocation process. Companies that offer a relocation program that is managed entirely in-house face several challenges in trying to meet the demands and expectations of a widespread workforce. There are many benefits to  outsourcing relocation programs that companies should consider as they review their offerings.

There are five key in-house relocation program challenges, and five crucial benefits that outsourcing provides to help company relocation programs be successful:

1. Program Managed by Various Locations or Individuals

Local HR teams may have different interpretations of programs and policies, so variations may impact the benefits transferees receive.

Outsourcing Benefit: When choosing to outsource, company relocation programs benefit from central program management with local support. At all times, a consistent and coherent program is administered and fully supported in all locations, with no variations by locale or individual interpretation.

2. Employees or Local HR Assume Additional Responsibilities

A company choosing to offer an in-house relocation program must rely on current employees and local HR teams to assume additional responsibilities. Some current employees may not have experience with relocation programs, so there may be a learning curve requiring additional time and training.

Outsourcing Benefit: Teams of fully trained relocation experts handle the interpretation and delivery of policies, ensuring employees receive the same benefits across the board.

3. Frequent Exception of “Special Deals”

In-house relocation programs are susceptible to frequent exceptions of “special deals” when employees try to find ways to help transferees and their families with unique challenges. Companies often do not have the resources to understand the unique challenges posed with relocation and how they have been addressed by other companies, likely resulting in unforeseen and unbudgeted obligations.

Outsourcing Benefit: Relocation experts with significant industry experience can use their knowledge to help companies understand how best to manage exceptions, minimizing expenses and process disruptions.

4. Relocation Costs not Effectively Tracked

Over 70% of companies that manage relocation in-house are not aware of their program’s internal operating costs. Without effective relocation program expense tracking, the true costs are hidden and thus cannot be effectively controlled or minimized.

Outsourcing Benefit: “Best of the Best” providers are utilized so transferees and their families receive exceptional services while costs can be fully identified, tracked, and reviewed for budgetary impact and program performance.

5. Increased Likelihood of Assignment Failures

Companies offering a relocation program hope their transferees have a successful relocation. However, the likelihood of assignment failure is high due to the in-house team’s lack of experience and knowledge when helping transferees and their families understand and address the unique challenges they face during the relocation process.

Outsourcing Benefit: Companies can benefit from an outsourced solution that specializes in unique relocation needs including tax issues, visa applications, and compliance reporting. Working with relocation experts who have extensive experience in these and other areas can help a company avoid risk related to transferee’s requests for guidance and advice.

Conclusion

The most successful companies outsource their relocation programs so employees and their families have access to industry-leading resources and expert guidance. The corporate relocation experts at Global Mobility Solutions (GMS) help our clients understand how to create and administer a relocation program that gives them a competitive advantage and provides the highest level of relocation benefits and services for their employees.

To learn more about the many benefits outsourcing your corporate relocation program can provide for your company and employees, contact our team of experts online, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Australia Permanent Visa and Transitional Arrangements: New Criteria in March 2018

Vector of nice Australian flag.

Australia has confirmed new criteria for Australia Permanent Visa and Transitional Arrangements starting in March 2018. The changes will impact clients sponsoring transferees and current 457 Visa holders. There will be new, stricter requirements regarding occupation, salary, age, and work experience. Clients will also face a new skills levy that will fund training programs for Australian workers. Major changes include:

  • Salary must meet the Temporary Skilled Migration Income Threshold (A$53900)
  • Residency period waiting time increases to three years from the current two for permanent residency
  • Applicants must have at least three years of work experience in the employment category
  • Age limit is reduced to 45 from the current 50
  • Training levy of A$3000 up to A$5000 depending on company size

What is the Australia Permanent Visa issue?

Changes to permanent employer-sponsored skilled-worker categories are effective in March 2018. Consequently, the 457 Visa program will end. A new Temporary Skills Shortage Visa will replace the 457 Visa. Some 457 Visa holders will be subject to transitional provisions starting in March 2018.

Who is eligible for transitional provisions?

Transferees holding a 457 Visa as of April 18 2017, and those who applied for a 457 Visa as of April 18 2017 and were granted it on a later date, are eligible for transitional provisions. These transitional provisions allow the previous occupation requirements, maximum age of 50, and minimum length of two years in their employment.

What does this mean for you?

Clients who have a transferee working in Australia on a 457 Visa should communicate the upcoming changes. Transferees holding 457 Visas who are eligible for permanent residence should apply prior to March 2018. The new requirements may limit the number of skilled employees that clients are able to sponsor for permanent residency.

Conclusion

Global Mobility Solutions’ team of global relocation experts can help HR teams understand and prepare for issues related to Australia Permanent Visa, 457 Visas, the new Temporary Skills Shortage Visas, and the changes becoming effective in March 2018.

Contact us online or give us a call at 800.617.1904 or 480.922.0700 today.Request your complimentary Visa Program Assessment

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International Talent Relocation: Top 3 Tips

Young couple unpacking cardboard boxes at new home.Moving house.
Young couple unpacking cardboard boxes at new home.Moving house.

International talent relocation can present many challenges. According to a recent Atlas Van Lines survey, more than half of respondents expect their international relocation volumes to increase. With this in mind, here are the top three tips to help your international talent relocation:

Help the Transferee Acclimate

Moving a single employee or a group of employees is a complicated task, which is why it is critical to help transferees acclimate to their surrounding environments before they start working. If employees aren’t able to arrange a visit to the new location before they pack their things and move, they should do as much research on the area as they can. This may include reading local news or publications that focus on the surrounding area, which can help new residents learn the language and cultural interests. Cultural training can be crucial to assignment success. Culture shock is a very real phenomenon that impacts many travelers. When preparing for or managing culture shock, the U.S. Bureau of Educational and Cultural Affairs recommends keeping an open mind, staying physically active, and making an effort to get to know other people as much as possible.

Workings Visas and Work Permits

When talent is relocating overseas, they must first get their paperwork in order. Companies should help transferees do their homework on important travel documents. Provide information on customs and immigration requirements, Visa acquisition, and which vaccinations transferees must obtain before departure. Some countries have currency restrictions for entry as well. The U.S. Bureau of Consular Affairs has valuable supplementary resources that outline what countries require upon arrival.

Hire an Experienced Relocation Management Company

If a business is unsure how to tackle international relocation, an experienced Relocation Management Company (RMC) can provide the necessary insight and solutions to navigate today’s mobility challenges. Relocate Magazine highly recommends employing a trusted partner in this capacity, especially if management or C-level executives are unfamiliar with global relocation and the new area where they are moving their talent. RMCs can provide unique and fresh insight into each move. Whether a company needs a partner to help with the entire move, or simply needs to outsource certain aspects of a relocation effort, RMCs can provide expert guidance and help determine the most efficient and effective solutions.

Conclusion

The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company manage its international talent relocation and offer your employees the best relocation experience. Contact our team of experts to discuss how we can help your international talent relocation process, or call us directly at 800.617.1904 or 480.922.0700 today.

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