Category: Global Relocation Trends

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Canada Immigration Alternatives in Response to Proclamation 10014

A young heterosexual Indian couple are together standing in front of a white brick wall. They smile at the camera and proudly hold up the Canadian flag.

US employers looking to hire foreign nationals but limited by Proclamation 10014 might consider Canada immigration alternatives. By leveraging “nearshoring,” employers can use a unique and creative temporary solution. Countries near the US often have immigration policies that are less restrictive than those of Proclamation 10014.

What are Canada Immigration Alternatives?

GMS spoke with Michelle LePage, Founder/Managing Partner and Senior Global Administration Advisor at Global Mobility Partners, LLC. Michelle agreed to share her industry knowledge and immigration expertise on Canada immigration alternatives.

What is Proclamation 10014?

On April 22, 2020, the Trump Administration unveiled Proclamation 10014. The proclamation is sometimes referred to as “Suspension of Entry of Immigrants Who Present a Risk to the United States Labor Market During the Economic Recovery Following the 2019 Novel Coronavirus Outbreak.” Additionally, as of June 22 this proclamation is subject to continuance through December 31, 2020. These proclamations serve to limit entry of foreign nationals under several classes of immigration visas, including:

  • H-1B Specialty Occupations
  • H-2B Temporary Non-Agricultural Workers
  • H-4 Dependent Spouses and Unmarried Children Under 21
  • J-1 Exchange Visitors
  • L-1A Intracompany Transferee Executive or Manager
  • L-1B Intracompany Transferee Specialized Knowledge

These classes of immigration visas include several that are in wide use among technology industry companies such as Google, Apple, Facebook, Salesforce, and Twitter. Google alone is responsible for over 6,500 applications for H-1B visas in 2019. In theory, Proclamation 10014 should drive these companies to hire workers that are already in the US. However, Canada immigration alternatives might provide another avenue for highly skilled foreign nationals.

What are Canada Immigration Alternatives?

US employers with foreign national employees may be able to use Canada immigration alternatives that will bring/keep the employee close to the US. For employers that can meet the requisite criteria, a number of benefits may accrue, including:

The ease of immigration into Canada versus the US makes Canada immigration alternatives a particularly viable option for US employers.

What are the Key Criteria?

At Global Mobility Partners, LLC, we have created a number of helpful documents that describe the requirements for various countries. For Canada, the primary immigration category for temporary expatriates is covered by an Intra-Company Transfer (ICT) Work Permit. ICTs are designed specifically for foreign nationals who are temporarily transferred by their employer to an affiliate office in Canada for a temporary work assignment. A major benefit of the ICT is that it does not require a Labor Market Impact Assessment.

Our Canada Work Authorization Summary Sheet notes three key criteria:

  • Employee must meet minimum education and/or experience requirements in order to qualify as either a Specialized Knowledge Worker or a Manager
  • Must be transferred to a branch, subsidiary, or affiliate of the current employer
  • Employee must have worked continuously for the current employer at least one year in the preceding 3 years in a position similar to the Canadian position

Canada immigration alternatives such as the ICT are initially valid for 1-2 years, but may be extended:

  • Up to 5 years for a Specialized Knowledge Worker
  • Up to 7 years for a Manager

What Should US Employers do About Canada Immigration Alternatives?

Because of the specific requirements in the immigration process, we recommend US employers contact us before taking action. There are several important points for employers to note. For example, Canada has strict limits on allowable activities for business visitors. Also, any criminal history may render a foreigner as inadmissible to Canada depending on the nature of the infraction and length of time passed. A thorough legal analysis will determine if this is applicable. Consultation with an expert from Global Mobility Partners, LLC, will help US employers to develop effective plans and solutions for Canada immigration alternatives.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients learn about important issues such as visa and immigration options for their organization. Our mobility consulting team can help your company understand if it can leverage Canada immigration alternatives with the assistance of the experts at Global Mobility Partners, LLC.

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 Canada immigration alternatives, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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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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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.

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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.

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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.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

Categories
Global Mobility Global Relocation Challenges Global Relocation Tips Global Relocation Trends Visas and International Travel

Border Restrictions in the United States to be Extended Indefinitely

American and Canadian flags waving at sunset

The Centers for Disease Control and Prevention (CDC) has amended and extended a rule that allows the Trump administration to extend border restrictions for an indefinite length of time. The rule, effective May 19, is officially known as the “Amendment and Extension of Order Suspending Introduction of Certain Persons from Countries Where a Communicable Disease Exists.” The original order was issued on March 20, and then was first extended on April 20.

What are the Specific Areas that the Order Covers?

The order’s amendment is to clarify the areas that are covered by the order. Specifically, the order applies to U.S. Customs and Border Protection managed areas and installations including:

What is the Duration of the Order Implementing Border Restrictions?

As written, the duration of the order will depend on the determination of the Director of the CDC, Robert R. Redfield, MD, as to the following:

  1. The Director determines the danger of further introduction of COVID-19 into the US Is no longer a danger to public health
  2. The continuation of the order for border restrictions is no longer necessary to protect the public health

Who does the Order Apply to?

The order’s wording is specific, and states that it applies to all persons travelling from Canada or Mexico, regardless of the country of origin. This is an important point that greatly expands the range of the order and its impact on travel and immigration. A significant number of expulsions have been occurring at the border since the first order was put into place.

Are there Exceptions to the Order?

There are a few exceptions to the order for border restrictions. Certain persons will be able to pass through a POE or a Border Patrol Station. However, the U.S. Department of State has issued a Global Level 4 Health Advisory: Do Not Travel guidance. In general, people should avoid unnecessary travel. The exceptions to the order include:

  • U.S. Citizens
  • Lawful permanent residents, their spouses, and children
  • S. members of the armed forces, their spouses, and children
  • Associated personnel of the armed forces, their spouses, and children
  • Persons from foreign countries:
    • With valid travel documents arriving at a POE
    • In the visa waiver program, not subject to travel restrictions, arriving at a POE
  • Persons determined by customs officers to be excepted on a case-by-case basis subject to overall circumstances such as interests related to:
    • Law enforcement
    • Officer and public safety
    • Humanitarian
    • Public health

Ultimately, the U.S. Department of Homeland Security will consult with the CDC to determine how to approach these case-by-case exceptions to ensure consistency.

What Should Employers do About Border Restrictions?

Companies should continue to stay informed about U.S. border restrictions. These restrictions 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. As a result, our team can help your company understand how to develop plans to mitigate the impact of US border restrictions.

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 US border restrictions and their impact on travel and immigration, 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 Challenges Domestic Relocation Tips Domestic Relocation Trends Global Relocation Challenges Global Relocation Tips Global Relocation Trends United States Economy

Beating Isolation: Tips for Employees Who are Temporarily Working From Home

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For millions of employees who are temporarily working from home, beating isolation may be a huge challenge. With the COVID-19 pandemic resulting in many “stay at home” orders, many employees are feeling the effects of spending a lot of time alone. Day-to-day interactions with their workplace peers has now given way to limited conversations through electronic devices.

Many employees live far from their workplace friends. As a result, it is not easy to get together for lunch or coffee breaks while practicing good social distancing. Isolation may have negative impacts on employees’ level of engagement and productivity. If you are working from home, what can you do to promote positive feelings and increase your feelings of connection to your company and coworkers?

GMS Employees Share Their Tips for Beating Isolation

Just like many of our clients and network partners, GMS has several employees who are temporarily working from home. For some of these employees, this is their first time ever working from a home office location. A few of these employees have been having great success in getting over the feelings of isolation in their temporary work from home environment. We asked these employees to share their successes in beating isolation.

GMS Employees Beating Isolation While Temporarily Working from Home

Erika Escalante, Business Development Manager

Spring Brittlebush blossoms carpet the desert below The Supertition Mountains in the Tonto National Forest near Phoenix Arizona great to hike while beating isolation
The Superstition Mountains in the Tonto National Forest

“This is the first time I have had the opportunity to work from home so I have definitely been trying to keep busy. I have been going on morning jogs as I feel it allows me to start my day with a bit more energy. A few other non-screen activities are also fun, including working on puzzles and reading books. I enjoy virtual game nights with my friends.

We try to do one hike per weekend (while practicing good social distancing), and so far we have visited the Phoenix Mountain Preserve, Bartlett Lake, Tonto National Forest, and a few other places. I think the key for me in beating isolation is to keep busy and stay connected with my family and friends.”

Ann Knapp, Director, Transportation Services

“This has been quite a serious and quick change for all of us and it took me a bit to get into a groove since I’ve never worked full time from home before. I’ve tried to approach ‘quarantine’ with honesty, realism and humor (this is how I handle most things in life). For me, it’s been key to make sure that I’m consistently doing some basic things to start my day: get up, watch the Golic and Wingo show on ESPN while I eat my breakfast, and shower. Right before logging on each morning, I pick out some music (because the silence of my house is deafening) and then I get to work. For lunch, I do what I didn’t do at the office – I walk away. Sometimes it is for 10 minutes, sometimes it’s for the whole lunch break, just depends on the day, but I have found it to be valuable to help me get through the rest of the day.

Summer in Scottsdale

Woman walking in hot sun with water bottleIt’s been getting pretty warm here in the desert, so my short walks have all but been eliminated. Now I’m walking in place and have ‘one person dance parties’ – it seems a bit ridiculous, but it at least gets the blood flowing. Also, when I’m done for the day, I’m done. I try to log off pretty near to my ‘normal’ time, but when I finally do, the laptop is shut and I walk away from it for the night. I’m making more phone calls and video calls in order to have ‘more’ interaction with people, since that is what I’m missing most from my daily routine and it’s great for beating isolation.

I’ve also allowed myself to acknowledge that it’s okay to not always be okay with what’s going on in the world. I’m a ‘brave face’ ‘think positively’ person, but I’ve had to allow myself to acknowledge those occasions where I feel overwhelmed because I need to address those feelings – it doesn’t do me any good to bottle them up. There have been times when I’m scared about what’s going to happen in the future and times when the loneliness becomes very real – and those 5 or 10 minutes that I spend working through those feelings help me to reset and move forward.  Additionally, hobbies have been taking up a bit of my ‘downtime’ whether it’s reading or knitting or picking up something new, they help to keep my mind active after work and on the weekends. We are in this together, we will get through this together.”

Laurent Lanée, Senior Global Assignment Manager

“This is not my first time working from home so it has not been a huge challenge for me to adjust. Beating isolation is something I know how to do well. I am also very lucky that even with my wife working from home and my daughter being home schooled at this time, we all have plenty of space not to interfere with each other. So overall it has been a pretty smooth transition for me, going back to a setup that I’m familiar with.

Communicate, Communicate, Communicate

Communication is key when being remote. I have not been shy picking up the phone to call my co-workers to discuss something. I feel that the increased phone communication has allowed me to get to know my co-workers in a different way than face to face in the office. Being home definitely allows for more freedom of movement and communication.

My role as a Global Assignment Manager is always very independent as I manage my cases, assignees, clients and service providers mostly via email and phone calls so my way of doing business has not really changed, while being home based. I also feel that our team has actually grown closer as we are ‘meeting’ more regularly in a more casual setting, to discuss our work days and the current global situation.

Fun Activities

Some of the things I have been doing on my side for beating isolation and to keep busy (not that it has ever been a problem for me) are:

  • Practicing my cocktail making skills
  • Teaching my daughter how to swim
  • Assisting my daughter with her kindergarten home schooling (seems it takes an IT specialist skills to navigate all the apps that are needed for that to happen!)
  • Set up a new swing set in our backyard for my daughterHerb Garden growing is great for beating isolation
  • Going for walks and bicycle rides with my daughter in our neighborhood (trying to teach her how to ride her bike)
  • Attempting to grow an herb garden (not that easy in 100 degree weather!)
  • Cleaning up the garage (not that fun!)
  • Communicating with friends and family via Facetime
  • Working on the French/English translation of my grandmother’s journal (or her daily life in Normandy during the first half of 20th century including World Wars I & II)
  • Reconstructing our family genealogy
  • Working on pictures for our gallery wall in our new home entryway
  • Submitting images from my 250,000 images library to online photo competitions and stock images websites
  • Having weekly neighborhood happy hours with my wife in our driveway… and waving to neighbors!
  • Attending free online photography and art courses via MoMA, Adobe and Canon USA
  • Taking free virtual tours of exhibits and museums around the world
  • Planning our family’s next vacation since the last one got canceled due to Covid-19”

Kelly Rabbitts, Vice President, Global Account Management

Lemonade“I moved recently, so I have been unpacking, remodeling, and painting my new home. I have also been making lemonade with fresh lemons from my lemon tree.

Regularly participating in virtual happy hours with friends and family members helps with beating isolation through video chats and gatherings. I have also been pursuing my writing.”

What Should Employers do to Help Employees with Beating Isolation?

Employers should encourage employees to find ways to connect with co-workers, friends, and family members during their time working at home. Many states have various regulations and orders to “stay at home” so tips on beating isolation will be important for employees to learn and put into practice. Talent Management programs should take into account how workplace changes and dynamics can affect employee performance. Helpful resources should be made available for employees, and employers should encourage creative and fun ways for beating isolation.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients navigate issues that impact employees working at remote locations. As a result, our team can help your company share tips on beating isolation so employees feel engaged, productive, and a member of the team. Companies should take a proactive approach to helping employees who are temporarily working from home and who may be feeling negative effects of isolation.

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 how your company can share tips on beating isolation for employees who are temporarily working from home, or give us a call at 800.617.1904 or 480.922.0700 today.

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Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Global Relocation Global Relocation Tips Global Relocation Trends Job Market Job Seekers Labor Force Talent Management Talent Mobility United States Economy

Virtual Career Opportunities: Rising to the New Challenge

Shot of two colleagues video chatting with each other on a computer at work

Many GMS clients are currently seeking employees for virtual career opportunities. As the world responds to the COVID-19 global pandemic, thousands of employers need to hire additional staff. Often this need may be driven by rapidly changing business priorities. Increasing demand for specific products and services means companies need employees to help meet new objectives. With many directives for employees to stay at home, employers are quickly adapting jobs, work teams, and communication methods to fit the new challenge of operating a virtual workplace.

For job seekers, this new challenge requires them to understand the dynamics of a virtual workplace. They must also position their skills, education, and experience in a way that makes a solid case they are ideally suited for success in a virtual workplace. However, valuable skills in a real workplace may not easily translate or be recognizable in a virtual setting. What should job seekers know about virtual career opportunities?

GMS spoke with Craig B. Toedtman, Founder and CEO of Resource Development Company, Inc. (RDC), to learn more about virtual career opportunities. RDC is a privately held human resource management consulting firm that focuses on providing retained search and career management services. Craig agreed to share his expert guidance on this topic, as well as provide helpful resources for job seekers.

Virtual Career Opportunities: The Advantages

One of the best aspects of virtual career opportunities are the wide range of possible advantages for both employers and employees. Craig has extensive knowledge on this topic, having helped thousands of employees to obtain new jobs. According to Craig, the top advantages include:

Advantages for Employers

  • Environmentally friendly (carbon emission reduction)
  • Larger recruiting market for candidates
  • Lower costs for office space and amenities

Advantages for Employees

  • Access to more opportunities over a greater geographic range
  • Better work-life balance (if employee can “leave” work at end of their day)
  • No commuting reduces stress and costs

Virtual Career Opportunities: The Disadvantages

As with anything, along with advantages come possible disadvantages. Craig believes both employers and employees should be aware of the disadvantages, so they will know how to avoid them. Craig notes the major disadvantages may include:

Disadvantages for Employers

  • Lack of interaction may reduce teamwork and synergies
  • Scheduling conflicts
  • Some processes function best in a centralized format

Disadvantages for Employees

  • Communications may be a challenge
  • Diminishing promotional opportunities (difficult to show additional aptitudes and talents)
  • Working alone may lead to negative isolation effects

The Real Challenge that Must be Overcome for Virtual Career Opportunities

Ultimately, Craig believes the real challenge for employers is two-fold:

  1. Identify the critical success factors surrounding virtual career opportunities
  2. Put tools in place to execute and monitor actions to ensure success

If employers are able to meet this real challenge, then the question turns to the strength of job seekers under consideration for the position. Craig’s firm administers the DiSC® Personality Assessment to help job seekers understand their strengths, characteristics, and preferred behavior style.

DiSC® Personality Traits and Virtual Workplaces

Certain personality traits may perform well in virtual career opportunities that require higher levels of isolation. “C” personalities that do well on clearly defined tasks may excel in these positions, if expectations are clear. “D” personalities may also excel in virtual workplaces if there are specific goals they must obtain.

However, other personality traits may do very well in virtual career opportunities if the position suits their styles. “I” personalities prefer interaction, so a remote sales position requiring interaction with clients and prospects may be an area they can be highly successful. “S” personalities that prefer close team work may be ideally suited for roles requiring a high level of interaction with other team members.

Resources to Find Virtual Career Opportunities

Craig’s firm notes the following online sites are helpful for job seekers looking for virtual career opportunities:

Indeed Virtual Jobs

ZipRecruiter® Virtual Jobs

Amazon Virtual Locations

CareerBuilder® Virtual Jobs

FlexJobs Remote Companies That Thrive on Virtual Work

Linkedin Virtual Jobs

Monster Virtual Jobs

SkillCrush Companies Hiring Remote Workers

Virtual Assistant Jobs

What Should Employers do?

Employers looking to create successful virtual career opportunities should consider working with a career services firm that has knowledge and experience with virtual workplaces. Relocation Management Companies (RMCs) are ideal sources for information on candidate recruitment and talent acquisition programs.

Pre-Decision Services are critical for employers as they provide valuable information about a candidate’s ability to accept a position and be successful. Assessment data can be paired with structured interview questions to better understand the candidate’s interests, goals, and motivations. DiSC® Personality Assessments administered by qualified professional career service firms such as RDC provide a wealth of information for employers to understand if the job seeker is a good fit, and for the job seeker to determine if they are suited for various virtual career opportunities.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients determine how to develop a talent acquisition program that is responsive to changing company needs. Our team can help your company determine how to turn virtual career opportunities into successful 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.

New SafeRelo™ COVID-19 Knowledge Portal

GMS recently launched its new SafeRelo™ COVID-19 Knowledge Portal featuring a number of helpful resources including:

  • Curated selection of news and articles specific to managing relocation programs and issues relating to COVID-19
  • Comprehensive guide to national, international, and local online sources for current data
  • Program/Policy Evaluation (PPE) Tool for instant relocation policy reviews

Contact our experts online to discuss how your company can leverage virtual career opportunities to continue growing your business, 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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Business Services Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends

Travel Guidance: Staying Ahead of the Curve

A multi-generation African-American family sitting together on a park bench on a sunny autumn day. A 10 year old boy is hanging out with his father and his great grandfather.

In the midst of urgent travel guidance from the United States, federal agencies, and other nations, employers should practice due diligence in assisting their employees on assignment. The U.S. Department of State has issued a Global Level 4 Health Advisory: Do Not Travel. Even within the United States, additional travel restrictions are arising. For example, the state of Texas has implemented travel restrictions on those who want to enter the state. Several other locations may be considering local restrictions. Many US cities have “shelter-in-place” mandates aiming to protect citizens most at risk during the COVID-19 pandemic.

Employees on Assignment During Travel Guidance

Worldwide ERC® reports that over 13,500 US citizens have requested assistance from the State Department to return to the United States. Such assistance is becoming extremely challenging as airlines reduce their number of flights, and other nations close their borders to travel. Major regions such as the European Union are developing plans to restrict non-essential travel from other countries.

For employers that have employees on assignment in other nations, support and communication are critical. It is possible that some employees may need to remain in place for an extended period of time. Employers should be sure to inform employees on all aspects of their situation. They should also provide as much support as possible, so the employees and their family members can have peace of mind.

Relocation Management Company Resources for Global Assignees

Relocation Management Companies (RMCs) have a wealth of knowledge, experience, and resources to provide assistance for global assignees. GMS recently shared information with its clients to cover many of the issues surrounding travel guidance and how to provide support for global assignees.

Important Points for Employers to Consider for Global Assignees Include:

  • Extending temporary housing for those employees on global assignment who need extra time to determine how to repatriate to their country of origin
  • Extending relocation benefits to allow for more than one year
  • Many clients have initiated a global assignment but are asking their employees to work at the home location for the time being. Clients need to be thoughtful about how this may impact visa and taxation issues. GMS recommends clients consult their tax and immigration provider for support
  • Approving additional tenancy management, home maintenance, and grocery delivery when necessary
  • Since almost all business travel has been restricted, restrict all home leave trips for global assignments as well
  • Due to travel guidance restrictions, offer virtual services such as destination support and settling in services, immigration assessments, and visa country spotlights

What Does This Mean?

During the COVID-19 pandemic, travel guidance is constantly changing. Employers may have global assignees impacted in several ways by various restrictions, border closures, and reduced means of transport. As a result, employers should work to ensure continual and up-to-date communications with employees on global assignment. They should also consider revising several aspects of their relocation and travel policies to ensure employees receive as much support as possible as they try to navigate changing travel guidance, restrictions, and closures.

What Should Employers Do About Travel Guidance?

Employers with global assignees impacted by travel guidance, restrictions on movement, and other issues impacting their mobility should speak with an experienced and knowledgeable RMC. RMCs with established local presences and vast networks of top providers offer valuable insight into how best to communicate issues and resolve difficult situations. They can also provide the necessary resources and support for employees and their family members. Experienced RMCs will be able to offer technology and resources directly, locally, and even virtually as each individual situation requires.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond to changing travel guidance, border closures, and other issues and restrictions affecting global workforce mobility. Our team can help your company understand how to assist global assignees with virtually any relocation issue. As a result, this will help them and their family members have peace of mind, and be able to focus on their assignments.

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 how our company can help your global assignees during times of continually changing travel guidance and other restrictions, 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 United States Economy

Vehicle Program for Foreign Nationals Relocating to the United States

Happy man receiving keys for his new car in a showroom.

Global Mobility Solutions’ clients often have transferees relocating to the United States who can use a vehicle program to obtain a car. Arriving from outside the country, foreign nationals quickly realize they need a vehicle after their arrival. Many international locations have extensive public transportation options. Most US cities lack extensive inter-city rail options, and often do not have robust local bus or light rail service throughout the metropolitan area, so transferees need a car.

A significant hurdle these transferees face is that they often do not have established credit in the US. As a result, they will not have a credit profile that lenders can use to determine their creditworthiness.

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

Challenges of Getting a Car in the US for International Assignees

According to Afia, many transferees moving to the US are not prepared for the challenges they will face when it comes to getting a car. Having a solution for their transportation is low on their list of priorities. However, upon arrival, these transferees suddenly understand the urgency of having a vehicle in this country with its large cities and wide suburban areas.

Biggest Obstacles That a Vehicle Program Helps Transferees Overcome

1: Lack of Credit History

Afia notes that many transferees are unaware that their overseas credit history doesn’t transfer with them to the US. If they are new to the US they will have to establish a credit history to obtain a loan for a new car. Some banks or financial institutions may offer a solution, but that comes at a cost in high-interest rates. These high rates are how these institutions offset their credit risk with the transferee.   IAS recognized this issue very early on. Serving the transferee community for over 20 years, IAS built unique programs by leveraging their manufacturer relationships. IAS also provides finance and lease options for transferees. These options are much more reasonable than those offered by banks and financial institutions.

2: No Access to International Driver History and Records

Similar to credit history, driving records do not transfer to the US. Unfortunately for transferees, Afia says this means that most insurance companies will consider transferees as new drivers. As a result, these insurance companies will charge them a premium for auto insurance. IAS is a full-service vehicle program provider that has partnerships with leading auto insurance companies to solve this problem for their customers. As a result, IAS can provide reasonable auto insurance rates with no penalties for not having a US driving history.

3: Confusing Car Buying Options Compared to Easy to Use and Easy to Understand IAS Vehicle Program

Upon arrival in the US, transferees are exposed to many car-buying solutions. Navigating through the overwhelming number of dealers and buying services that promise the “best deal” can be daunting.   Afia notes that IAS created a vehicle program to protect transferees from overpaying for their automobile. IAS has pre-negotiated prices with manufacturers that provide factory-direct access and cut out the middleman. Without having to work through a dealer, transferees receive competitive prices and avoid all the hassles of negotiation.

4: Driving Options

Transferees need to identify the right solution for their transportation needs. Afia believes this starts with determining the length of stay in the US. Many transferees need expert guidance to help them find the right option for their situation. The IAS vehicle program provides products that fit any situation.

For assignments less than 12 months, ReadyDrive Rental is a long-term rental program that offers competitive rates. Often these rates are lower than most corporate rates available with insurance coverage included.

For 2-3 year assignments, there are lease products available. These products take the hassle of selling the car at the end of the job out of the equation. Financing options are also available for those planning to stay longer than 3 years.

Important Points to Note on Working with IAS to Obtain a Vehicle for a Foreign National

  1. IAS does not require a local credit history to help transferees obtain a vehicle. However, an important point to note is that buying or leasing a vehicle is extremely helpful for a foreign national to start building credit in the US.
  2. IAS is able to connect with partners to obtain competitive insurance rates for the transferee. Of particular importance is that IAS can do this even if the transferee does not have a local driving record.

What Does This Vehicle Program Solution Mean?

Foreign national transferees who want to obtain a car in the US have multiple solutions with the IAS vehicle program. Even if the transferee does not have credit in the US or a local driving record, IAS can provide a solution for their needs. Solutions might include buying, leasing, or renting a vehicle.

What Should Employers do About a Vehicle Program?

Employers with foreign national transferees who want a vehicle in the US should review the various options offered through the IAS vehicle program. Relocation Management Companies with knowledge and experience can provide guidance on industry-leading solutions such as those offered by IAS. Employers should also review their relocation policies to determine if enhancements are necessary. Adjustments to policies can be made to further assist foreign national transferees who want to use the IAS vehicle program.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to communicate to foreign national transferees any issues related to obtaining a vehicle in the US. Our team can help your company understand how to proceed by providing guidance on how to help transferees obtain a car through the IAS vehicle 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 to help foreign national transferees learn about the IAS vehicle program in the US, or give us a call at 800.617.1904 or 480.922.0700 today.

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