Category: Immigration Rules

Categories
Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Visas and International Travel

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.

Categories
Global Relocation Global Relocation Challenges Global Relocation Tips Immigration Rules Relocation Challenges

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

Categories
Corporate relocation tips Global Mobility Global Relocation Challenges Global Relocation Tips Immigration Rules

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

Categories
Global Relocation Global Relocation Challenges Global Relocation Trends Immigration Rules Relocation Challenges Visas and International Travel

Administration Establishes National Vetting Center

A Vietnamese businesswoman in her 30s looking away in front of the US Capitol building in Washington, DC.

The Trump Administration has established a National Vetting Center. The Center’s purpose is to improve coordination among federal departments and agencies as they work together to identify threats to national security and safety. The Administration has given the Department of Homeland Security and other agencies up to six months to establish the Center based on guidelines and the Administration’s approval.

Why is a National Vetting Center Needed?

The Administration is working to enhance national security. The National Vetting Center allows for an integrated approach to the use and management of all data. The Center is designed to work across several areas relating to national security. Intelligence and other information on individuals that may present a threat to national security or other areas such as border security and public safety, can be coordinated, shared, and used among agencies and departments.

Which Federal Departments and Agencies Participate in the Center?

Several federal departments and agencies will participate in the Center, including:

  • Department of Homeland Security
  • State Department
  • Attorney General
  • Justice Department
  • Central Intelligence Agency
  • Defense Department

The Center will operate under the oversight of a National Vetting Governance Board. As a result, the Board will serve as the senior interagency forum for considering issues that affect the National Vetting Center and its activities.

What is the National Vetting Center’s Main Focus?

The Center’s main focus will be on visa applicants, immigrants, and others looking to enter the US. Additionally, other individuals who are already in the US, or may be subject to deportation proceedings, will be included.

Conclusion

The Global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand what the National Vetting Center is and how it might impact your company’s relocation program.

Our experts can also help your company determine how to structure your company’s relocation program in light of the National Vetting Center to meet business requirements while offering your employees the best relocation experience. Contact our team of experts to discuss how we can help you with your company’s relocation program, or call us at 800.617.1904 or 480.922.0700 today.

Categories
Global Relocation Global Relocation Challenges Global Relocation Trends Immigration Rules Relocation Challenges

Switzerland Employers Must Communicate Job Openings in Occupations with Higher than Average Unemployment

Swiss Alps mountains in winter

Employers must communicate Switzerland job openings in occupations that have higher than average unemployment rates starting July 2018, according to a December 8, 2017 Federal Council decision. The Federal Council may issue a list of the occupations subject to mandatory communication of openings in early 2018. The Federal Council’s requirement for mandatory advertisements will start July 1, 2018 for positions that have 8% or higher unemployment, and then increase on January 1, 2020 for positions that have 5% or higher unemployment.

What is the Switzerland job openings issue?

An initiative called “Against Mass Immigration” was adopted by Switzerland on February 9, 2014. This initiative called for quota limits on immigration. However, the Swiss Parliament passed a compromise immigration law in 2016, hoping the country could continue to have its enhanced access to the European Union’s single market. The new law required employers to advertise job openings in occupations with higher than average unemployment at job centers and to prioritize local residents prior to recruiting from outside the country. Since the implementation of the “Against Mass Immigration” effort is coming to an end after four years, the new requirement aims to continue to give local job seekers priority in job openings in sectors with higher than average unemployment.

Who does this requirement affect?

Employers based in Switzerland planning to hire workers from outside the country.

What is the new requirement?

Under the new requirement, employers must advertise their job openings with the local job center and then wait five business days before advertising these openings through other venues. The local job center must forward applications from local job seekers who meet the requirements of the job opening within three business days. Companies must invite local candidates that meet the requirements of the job opening to an interview. They must also report the job openings they are able to fill through this channel to the job center. The temporary withholding of job opening information helps job seekers who are registered with the local job center to get priority access to the job advertisements.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment requirements, and we can help your company understand how to comply with Switzerland’s new job opening and advertising rules. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Categories
Global Mobility Global Relocation Global Relocation Challenges Immigration Rules Visas and International Travel

Administration is Still Considering Removal of H-4 Work Permits

USA Green Card or permanent resident card and employment authorization card

Sources in a recent San Francisco Chronicle article say the Trump administration is still considering plans to stop issuing H-4 work permits to spouses of H-1B visa holders. No new regulation has yet been passed or introduced, however, supporters of the H-4 program believe the removal of the H-4 work permits could have a negative impact on the economy and workforce mobility.

Since 2015, spouses of H-1B visa holders waiting for green cards have been eligible to work in the U.S. on H-4 dependent visas. If the administration succeeds in revoking these work permits, thousands of immigrant spouses may lose the ability to work in the U.S., reducing their families’ incomes and creating issues for employers who hope to bring talented workers to their organizations.

What is the H-4 Work Permit Issue?

An organization comprised of IT workers called “Save Jobs USA” says the government should not be able to grant work permits to immigrants through a rule rather than congressional approval, and has filed a lawsuit against The Department of Homeland Security to stop the issuance of the H-4 work permits.

What does this mean for you?

The lawsuit is proceeding, but it is important to note that no new regulation has been introduced or proposed. The deadline for the administration to take a position on the lawsuit was January 2, 2018, however, extensions and comments are in process. H-1B spouses can still apply for work permits and, even if the work permit program is rescinded in the future, implementing new regulations will require a potentially lengthy notice-and-comment period.

Conclusion

Global Mobility Solutions’ team of global relocation experts can help HR teams understand and prepare for issues related to H-4 Work Permits and other immigration issues. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.Request your complimentary Visa Program Assessment

Categories
Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

India e-Services Online Portal Launched by Bureau of Immigration

family in living room looking at laptop
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.

Categories
Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

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

Categories
Immigration Rules Visas and International Travel

EU Citizen Rights: Arriving in UK During Post-BREXIT Transition May Not Secure Same Rights

Handsome young man with tablet in the streets of London

EU citizen rights are not secure for those arriving in the UK during the post-BREXIT transition. Prime Minister Theresa May indicated EU citizens arriving post-BREXIT may not receive the same rights as those who arrived prior to the vote. Prime Minister May said while the details were a matter for negotiation with the EU, she is clear that there is a difference between the EU citizens who were in the UK prior to the vote, and those who arrive afterward, knowing the UK is leaving the EU.

What is the question on EU citizen rights?

Prime Minister May believes the government is doing what the British people asked the government to do, which is to deliver on the promise of BREXIT. As such, complete freedom of movement for EU citizens into the UK post-BREXIT is not supported during the transition period.

Prime Minister May has stated that EU citizens who arrive during the post-BREXIT transition must not have the same rights as those EU citizens within the UK prior to the vote. Prime Minister May has been very appreciative of the contributions EU citizens residing in the UK have made, and has clearly stated that “EU citizens living lawfully in the UK” will be able to stay in the UK post-BREXIT.

Who does this EU citizen rights issue affect?

  • Employers who have EU citizen employees currently residing in the UK.
  • EU citizens who arrive in the UK during the post-BREXIT implementation period and who are seeking residency.

What should employers and citizens expect from this EU citizen rights issue?

There may be an increase in applications for residency in the UK in response to Prime Minister May’s comments. Although the European Parliament believes citizen’s rights during implementation are in full effect and are not negotiable, Prime Minister May’s statements indicate negotiations on this point have not been finalized in her view. EU citizens may want to expedite their applications for residency with the expectation that a firm deadline will be negotiated.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients manage relocation to the UK, as well as understand how BREXIT will impact their programs. We can help your company understand the impact of this EU citizen rights issue, and how to submit applications for residency in the UK. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

Categories
Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

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.

Accessibility by WAH

Looking for something?