Tag: jobs

2020 Regional Competitiveness Score Shows Maricopa County Leads the Nation

Post author By Sam Hoey | CRP, GMS
Post date December 21, 2020

Unemployed beautiful young woman looking for a job online from home using laptop and writing down the notes in her notebook

In the fifth annual Talent Attraction Scorecard published by Emsi, Maricopa County ranks #1 for its 2020 regional competitiveness score. This ranking is among large counties in the US, defined as having a population of over 100,000 residents. Interestingly, Maricopa County also held the top spot for large counties in 2017 and 2018, and the second spot in 2019. The metropolitan Phoenix market is attracting both businesses and talent at a healthy and self-sustaining rate of growth.

Top 10 Ranking

The top 10 large counties ranking highest for their 2020 regional competitiveness score include:

Maricopa (Phoenix, AZ)
Clark (Las Vegas, NV)
Collin (McKinney, TX)
Williamson (Georgetown, TX)
Riverside (Riverside, CA)
Denton (Denton, TX)
Fulton (Atlanta, GA)
Wake (Raleigh, NC)
Montgomery (Conroe, TX)
Lee (For Myers, FL)

Source: Emsi Fifth Annual Talent Attraction Scorecard.

Note that all of the top 10 large counties ranking at the top for regional competitiveness are in southern or western states. Texas in particular has four large counties that rank high for regional competitiveness.

Emsi defines regional competitiveness as the “job change that occurs due to factors within a region.” This is as opposed to impacts from trends outside the region such as national economic performance or any other influences. With its return to the top spot for 2020, it is clear that locating and growing a business in Maricopa County is a winning proposition.

Data Included in 2020 Regional Competitiveness Score

Emsi’s data analysis focuses on several important measurable factors including:

Educational attainment
Growth of jobs
Growth of skilled workers
Migration
Population
Regional competitiveness

The report highlights several positive trends for Maricopa County, including current business expansions and a tremendous 18% in the growth of skilled jobs. Expansions in semiconductor manufacturing are highlighted, including Intel Corporation’s newest investment, the Fab 42 plant. This single investment accounts for over 10,000 jobs in Arizona, including 3,000 high-tech positions at the facility. Additional jobs include support engineering, equipment technicians, facility management and maintenance, transportation, and administration.

Success in Several Industries Supports Maricopa County’s 2020 Regional Competitiveness Score

However, the 2020 regional competitiveness score recognizes much more success in businesses than just in the semiconductor industry. The report notes that Maricopa County’s success spans a wide range and depth of industries. Ultimately, the report points to a “positive feedback loop” that supports growth:

Existing talent in Maricopa County

Attracts

Company relocations and investments

Attracts

Additional talent to relocate to Maricopa County

This feedback loop results in greater growth overall for Maricopa County and its several cities. For example, the city of Scottsdale has ranked at the top of the list for the 2020 USA job market. As business and jobs grow, so does the need for housing and infrastructure. According to Sperling’s Best Places, future job growth in Scottsdale is predicted to be higher than the US average.

What Should Employers do Regarding the 2020 Regional Competitiveness Score?

Employers should look into the data prepared by Emsi and other organizations such as the Greater Phoenix Economic Council (GPEC). The data may support a strategic relocation to Maricopa County or an expansion of current facilities located in the county. Recently GPEC reported 89 different companies looking to relocate to the Phoenix metropolitan area in their October 2020 Prospect Overview.

Many of these companies are looking to benefit from a lower cost of living, less taxes, and business-friendly policies. As a result of Maricopa County’s top ranking 2020 regional competitiveness score, these companies will also benefit from the county’s job growth, a growing and highly educated workforce, and positive inbound migration of skilled talent.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients understand how to find information on highly desirable areas for business relocations and group moves. Our team can help your company understand how the 2020 regional competitiveness score can lead to a successful business relocation with many benefits for both employers and employees.

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

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning more about the 2020 regional competitiveness score for Maricopa County, 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.

Tags 2020 Regional Competitiveness Score, 2020 USA Job Market, 2020-21 Corporate Relocation Budget, 2020-21 Employee Relocation, 2021 Business Relocation Budget, Arizona, corporate relocation, Corporate Relocation Factors, Domestic Relocation, Domestic Relocation Tips, Domestic Relocation Trends, Economy, Job Market, jobs, Maricopa County

Domestic Relocation Domestic Relocation Trends Job Market Job Seekers

What are the 2020 Fastest Growing Industries in the US?

Post author By Sam Hoey | CRP, GMS
Post date December 3, 2020

Autonomous underwater rov with manipulators or robotic arms. Modern remotely operated underwater vehicle. Fictitious subsea drone or robot for deep underwater exploration and monitoring sea bottom.

What are the 2020 fastest growing industries in the US? Although the COVID-19 pandemic dampens business and social activities, US economic growth continues its blistering pace. With 3^rd Quarter 2020 Gross Domestic Product (GDP) increasing by a record-breaking 33.1%, the US economy has been gaining ground lost to the pandemic. The initial pandemic closures resulted in significant economic losses with 2^nd Quarter 2020 GDP declining by 31.4%.

The United States Department of Commerce Bureau of Economic Analysis attributes 3^rd Quarter 2020 growth to businesses reopening and resuming activities that were postponed or restricted due to COVID-19.

Several industries also act as growth engines for the US economy. The 2020 fastest growing industries in the US reflect the impact of the COVID-19 pandemic, and to a lesser extent technology trends. IbisWorld reports that the top 10 as measured by revenue growth include:

Consumer Market

Massage Business Franchises
Grocery Store Sales via Online Portals
Pet Food and Supply Store Sales via Online Portals

Energy

Hydraulic Fracturing Services (also known as “fracking”)

Finance

US Stock Exchanges and Commodity Markets

Manufacturing

Autonomous Underwater Vehicles
3D Printing and Prototype Services

Medical

Medical and Recreational Marijuana Farms
Thermometer Manufacturing
Medicines for Colds and Coughs

2020 Fastest Growing Industries on both 2019 and 2020 Lists

Interestingly, the only two industries that were at the top of the list in both 2019 and 2020 are:

Massage Business Franchises
Medical and Recreational Marijuana Farms

These two industries benefit from consumer’s shifts in perceptions. Many consumers spend more on luxury goods, and enjoy the therapeutic benefits of massage therapy. Consumers are also more accepting of legal access to medical marijuana.

The 2019 industries that dropped off the list in 2020 include:

Social Networking Platforms
Solar Power Installation and Production
Wind Turbine Installation
Online Mortgage Brokers
Peer-to-Peer Lending Platforms
Automated Guided Vehicle Manufacturing
Telehealth Services
Medical and Recreational Marijuana Retail Stores

What Trends Drive the 2020 Fastest Growing Industries?

One major trend drives most of the 2020 fastest growing industries: the COVID-19 pandemic. Online shopping accelerated dramatically in 2020. As retail stores closed or limited hours, consumers turned to online portals. Online shopping lets them avoid contact with other people. They can also find products that could be delivered right to their front door, so there is no need to travel to retail locations.

Medical product sales rose as consumers stocked up on medicines, thermometers, and other items to help them with illnesses as they avoided going to doctor offices. A major trend is for businesses and offices to take temperatures of staff and visitors, since that is an early sign of exposure to coronavirus.

Highlight on Autonomous Underwater Vehicles

What is an Autonomous Underwater Vehicle (AUV)? These are vehicles for conducting underwater research that are not manned by a pilot, and are not physically connected to another vessel with a line or tether. They operate independently, and some fully autonomous vehicles carry their own power in the form of batteries, fuel cells, or rechargeable solar power

The top AUV manufacturers include several with US locations, such as:

Boston Engineering Corporation (Waltham, Massachusetts, US)

Fugro (Nootdorp, the Netherlands)

General Dynamics Corporation (Reston, Virginia, US)

Graal Tech Srl (Genoa, Italy)

International Submarine Engineering Limited (Port Coquitlam, British Columbia, Canada)

Kongsberg Maritime (Kongsberg, Norway)

Lockheed Martin Corporation (Bethesda, Maryland, US)

Teledyne Technologies Incorporated (Thousand Oaks, California, US)

The ECA Group (La Garde, France)

What Should Job Seekers do About the 2020 Fastest Growing Industries?

People seeking a job should look into the 2020 fastest growing industries opportunities. A number of resources are available to learn about jobs in the AUV Industry. Professional networks such as Linkedin also have useful information on companies and contacts in this industry.

Job seekers may want to focus on a specific location such as Boston or Washington, and then target companies in those cities. It is a good idea to leverage professional career services to enhance job searches. Job seekers are more likely to find success in their search and objectives.

What Should Employers in the 2020 Fastest Growing Industries do?

Employers in the 2020 fastest growing industries should look into their needs for employees. Continuing economic growth creates stiff competition for job seekers with the necessary experience, education, skills, and training. They should review their relocation program to determine if the program supports their specific talent acquisition goals and corporate objectives.

Employers should work with a Relocation Management Company (RMC) that has knowledge and experience helping companies in the 2020 fastest growing industries. RMCs will help employers develop a relocation program that follows industry best practices and promotes their talent acquisition goals.

Industry Benchmarking Studies Help Employers Ensure Competitiveness

GMS has several Industry Benchmarking Studies that describe industry-specific best practices. These studies will help employers in the 2020 fastest growing industries learn if their company’s relocation program is designed to support their corporate objectives.

Corporate relocation policy benchmarking provides many benefits for employers. By benchmarking their relocation policy, employers can ensure their policy is comparable to their industry competitors. As a result, this will help them attract and retain talent with the highest level of skills and experience.

Industry best practice is to schedule a relocation program and policy review every 12 to 18 months to ensure your company maintains its competitive position. A thorough policy review will help your company learn how the relocation industry continues to evolve to meet increased employee demands. During the COVID-19 pandemic, the demands of compliance for safety leads to rapidly changing requirements for both employers and employees.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers. As a result, our team can help your company determine how to attract job seekers looking for employment opportunities in the 2020 fastest growing industries.

Contact our experts online to discuss your company’s recruiting, hiring, and relocation program needs as they relate to the 2020 fastest growing industries, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Tags 2020 Fastest Growing Industries, 2020 USA Job Market, 2020-21 Employee Relocation, domestic mobility, Domestic Relocation, Domestic Relocation Tips, Domestic Relocation Trends, employee relocation, Job Market, Job Seekers, jobs

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

Mexico Immigration Alternatives in Response to Proclamation 10014

Post author By Tamara Molino | CRP, GMS
Post date August 18, 2020

Mexico immigration alternatives offer additional routes for US employers looking to hire foreign nationals. The Trump Administration’s Proclamation 10014 limits the entry of foreign nationals under several classes of immigration visas. The concept of “nearshoring” lets employers leverage a creative solution that may fulfill several business needs. Many countries near the US have less restrictions on their immigration policies than Proclamation 10014.

What are Mexico 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 Mexico immigration alternatives.

Recap of the Proclamation 10014 Situation

The Trump Administration originally unveiled Proclamation 10014 on April 22, 2020. The proclamation has been 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.” On June 22, the Administration determined that this proclamation is subject to continuance through December 31, 2020. These proclamations result in limiting the entry of foreign nationals under several classes of immigration visas, including the following:

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

Many technology industry companies use these immigration visas widely, including industry leaders Apple, Google, Amazon, Salesforce, Facebook, and Twitter. Amazon Corporate LLC has filed 4,481 labor condition applications for H-1B visas from fiscal year 2017 to 2019, ranking at number 21 among all visa sponsors.

According to the Trump Administration’s intentions, Proclamation 10014 should drive these technology industry companies and many others to hire workers who are already living in the US. Still, many highly qualified workers are currently located in other countries, and companies may want to hire them domestically. Mexico immigration alternatives might provide another avenue for hiring highly skilled foreign nationals.

What are Mexico Immigration Alternatives?

US employers who want to hire foreign national employees may be able to use Mexico immigration alternatives. These alternatives will bring/keep the employee closer to the US than perhaps their country of origin. For employers that can meet the requisite criteria, a number of benefits may accrue, including:

Ease of business travel to/from Mexico
Lower costs and less time for business travel
Living in Mexico will increase foreign national employees’ experience and knowledge of other customs and cultures of North America
Mexico is the center of Latin America’s technology revolution
Startup GDL is a nonprofit organization working to make Guadalajara, Mexico’s second largest city, a leading technology hub

The United States-Mexico-Canada Agreement (USMCA) creates new opportunities for beneficial trade and economic growth throughout North America. USMCA is effective as of July 1, 2020. The agreement modernizes the 25-year-old NAFTA trade agreement between the three countries. U.S. Customs and Border Protection (CBP) administers the USMCA. As the second largest individual country trading partner to the US, Mexico already offers many strategic advantages including strong and established business relationships.

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 Mexico, the primary immigration category for temporary expatriates is known as a Temporary Resident Visa for Remunerated Activities (TRV). TRVs are for foreign nationals who are transferred to Mexico for a temporary assignment.

Our Mexico Work Authorization Summary Sheet notes three key criteria:

Assignment must be at least 180 days in duration
There must be a local sponsoring Mexican company holding current registration with the National Immigration Institute
The Mexican company must pay a portion of the employee’s salary

Mexico immigration alternatives such as the TRV are initially valid for 1 year, but may be extended:

Up to 4 years
Employers should initiate the application to extend temporary work status at least 6 months prior to expiration

Note: Our recommendation to start the extension application nearly coincides with the start date of the temporary assignment! Processing times may be lengthy and subject to change due to unforeseeable political situations.

What Should US Employers do About Mexico Immigration Alternatives?

The specific requirements for Mexico immigration alternatives require a thoughtful approach. We recommend US employers contact us before taking action. Important points for employers to note include the fact that spouses are not work authorized. However, non-married partners are allowed to accompany the employee, as are same-sex partners and children up to 17 years of age.

Employers should be sure the foreign nationals they seek to hire are aware of these and other specific requirements. Consultation with an expert from Global Mobility Partners, LLC is highly recommended. As a result, this will help US employers develop appropriate and effective solutions for Mexico 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 Mexico 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. As a result, 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 Mexico 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.

Tags global mobility, global relocation, Global Relocation Tips, immigration, jobs, Limiting Immigration Visas, Mexico Immigration Alternatives, Visa and Immigration Rules, Workforce Mobility, World Economies

Domestic Relocation Domestic Relocation Trends Global Relocation Global Relocation Trends Job Market Job Seekers Labor Force

STATE TAX COMPLIANCE ISSUES TO CONSIDER WITH REMOTE WORKING POLICIES

Post author By Sam Hoey | CRP, GMS
Post date August 11, 2020

young woman working on laptop — Shot of a young businesswoman using a laptop while working in her home office

Telecommuting or the new Work from Anywhere policies are not a new concept. With traditional Work from Home policies, employees are typically within commuting distance of their office. In recent years, Work from Anywhere policies have begun to emerge. Under this type of arrangement, employees have greater flexibility to choose where they live and work.

COVID-19 Pandemic Accelerates Work from Anywhere Policies

While the number of employees working remotely has been growing at a steady pace over the past several years, the COVID-19 pandemic has now pushed this issue to the forefront and more companies are considering Work from Anywhere policies that allow employees to live and work in any location. While this type of policy is very attractive to both the company and employee, this type of policy can trigger new tax compliance issues for both parties.

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. She has worked on an array of multi-national clients throughout her career. Erika also enjoys navigating complex situations while prudently mitigating risks, identifying value creation opportunities, and building strategic partnerships. Erika agreed to share her expert guidance on this issue.

What is Important to Know about Remote Work Policies?

Erika notes that as with domestic business travel planning, it is important to note that each US state has its own unique laws and reporting requirements. During the COVID-19 pandemic, many employees have been telecommuting in states other than where they typically work due to stay at home orders and quarantine. These employees can unknowingly trigger state and local tax issues for the company, as well as payroll obligations in the state in which they are working.

Lacking State Guidance Regarding Issues Relating to Remote Work

Currently, Erika reports that only a few states have provided guidance and certain relief for companies and individuals who are working in their state temporarily due to the COVID-19 pandemic. Unfortunately, there is still a lot of uncertainty surrounding how many states will tax these individuals and businesses.

Possible Triggers for State Nexus and Payroll Withholding Requirements

As the globe recovers from the pandemic and employees continue to work remotely, Erika strongly believes that companies will need to consider the remote worker implications to avoid unknowingly trigger state “nexus” and payroll withholding requirements. (Nexus is the term used to describe a company being recognized as an entity in a particular state or jurisdiction.)

Additionally, businesses may face penalties and interest for failing to withhold state income taxes, while employees may have an increased tax filing obligation.

Work from Anywhere Policies: Benefits Versus Potential Cost Increases

Some benefits to Work from Anywhere policies are that they provide the employee more flexibility in where they live and work and the hours in which they work. However, Erika believes that companies need to be aware of the possible increase in costs to the organization. She notes that some increases can include administrative costs, payroll obligations, and tax implications for this type of policy.

According to Erika, while putting in place Work from Anywhere policies, companies will need to consider the following important points:

Understand corporate and payroll tax compliance obligations, not only in the location where the company operates, but also where their employees are living and working.
Monitor and track the location of where their employees are working.
Determine whether the employee’s work location has triggered corporate tax responsibilities due to state nexus.
Report employee income correctly and withhold appropriate taxes based off where they are tax resident as well as working.
Educate employees on state filing requirements and residency rules and provide tax assistance if necessary.
Provide guidelines for states the company can comply with versus states that may be too expensive due to payroll complexities and state nexus.

States are Increasing Their Ability to Track Remote Workers and Business Travelers

Many states have already been stepping up their ability to track remote workers and frequent business travelers prior to the COVID-19 pandemic. However, COVID-19 is putting pressure on state budgets. As a result, many states will likely increase their review of a company’s payroll filings and corporate nexus as more employees start working and living in different states than the employer.

How Work from Anywhere Policies May Lead to Non-Compliance

Companies can easily fall out of compliance if they are not tracking where their employees are working from and reporting the income and withholding taxes in the other state. Non-compliance can lead to unexpected tax implications for both the employer and employee, including fines and penalties.

If a company is considering implementing Work from Anywhere policies, each employee’s situation should be carefully reviewed. Erika states it is important for companies to determine whether any employee working in a different state has triggered state nexus, and to review the specific payroll tax withholding obligations in that state.

Solution to Help Companies Considering Remote Work Policies

GMT has put together a service solution to assist companies in evaluating and analyzing these issues. This solution helps companies by:

1. Implementing the GMT 2020 State Tax Compliance Solution

Ensuring payroll compliance and tax withholding
Advising employees on state residency and state tax filing requirements
Providing individual state tax services for your employees

2. Identify and quantify the risks state to state for remote workers

3. Discuss and draft an action plan for monitoring employees

4. Help find the stakeholders and create reports to support the action plan

5. Assist with systems integration to automate the process

6. Analyze and assist with state trailing liabilities from equity awards

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 how to implement Work from Anywhere policies. We can also help your company to understand issues of compliance and non-compliance to state tax requirements with the expert assistance of 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 Work from Anywhere policies and state tax compliance versus non-compliance issues, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Tags 2020 USA Job Market, Cities Add Jobs, Companies Creating Jobs, Domestic Relocation Trends, employee relocation, global relocation, jobs, Low Unemployment, North America Relocation, Work From Anywhere Policies, Workforce Mobility, workforce mobility management, Working From Home

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

Canada Immigration Alternatives in Response to Proclamation 10014

Post author By Tamara Molino | CRP, GMS
Post date July 28, 2020

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?

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:

Ease of business travel to/from Canada
Lower costs and less time for business travel
Both countries share similar technology and economic profiles
Foreign nationals and their family members can become accustomed to life in North America
Canada’s pro-immigration stance may provide future opportunities for US employers
Several Canada cities have a large base of highly skilled talent
Toronto ranks #3 in Tech Talent among the top 50 US and Canadian cities

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.

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

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.

Tags Canada, Canada Immigration, Canada Immigration Alternatives, global mobility, global relocation, Global Relocation Tips, immigration, jobs, Relocate to Canada, Relocation to Canada, Top Calgary Industries, Toronto Tech Talent, Visa and Immigration Rules, Workforce Mobility

Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends United States Economy

Population Estimates Show Continuing Growth for Southern United States

Post author By Sam Hoey | CRP, GMS
Post date July 16, 2020

Corporate relocation in the southern states

Through the end of 2019, the United States Census Bureau population estimates show continuing growth for many southern states. This growth is mainly reflective of domestic migration, with a secondary factor of natural increase (higher number of births over deaths). Overall, the southern region of the nation saw both the largest numeric growth and percentage growth from 2018 to 2019.

The impact of the COVID-19 pandemic may result in some variations for 2020 and beyond. However, the same factors that are driving current population estimates are most likely to continue affecting future growth. This has broad implications for corporate growth initiatives and talent acquisition.

Population Estimates Show Southern Region Growing, Other Regions Declining

The Southern region of the U.S. is growing faster than the nation as a whole. Overall, the southern region accounts for over 65% of the nation’s population growth from 2018-2019.

Region	Total Growth	Percentage Growth
United States	1,552,022	0.5%
South	1,011,015	0.8%

By comparison, the Northeast Region saw population decline over the same period by 63,817, or -0.1%. The Northeast did experience a population gain of 97,152 due to natural increase over this time period, as well as an increase in net international migration of 134,145. However, net domestic migration out of the Northeast in the amount of 294,331 led to the overall population decline. The loss of nearly 300,000 residents from the Northeast is significant, and may be due to a variety of factors.

Cities and Suburbs

Many states in the Northeast feature comparatively small cities and towns. For example, the state of Connecticut’s largest city is Bridgeport, with a population of about 144,399. Georgia’s largest city is Atlanta, with a population of about 506,811. Regions losing population often face other difficulties such as a declining tax base and diminishing economic prosperity.

Adding suburbs to the city’s population estimates may shed further light. Greater Bridgeport has an estimated population of 305,000, while the entire Bridgeport-Stamford-Norwalk-Danbury metropolitan statistical area has a population of about 948,000 residents. Atlanta, on the other hand, has an urban population of 4.5 million residents. Also, the Atlanta metropolitan area has over 5.6 million residents. The largest city and metropolitan region in Connecticut does not compare favorably to the economic growth, size, and vitality of the largest city and metropolitan region in Georgia.

What do Population Estimates Show for the Southern Region?

Of the top 5 states in total numeric growth in population estimates from 2018-2019, four are in the South, and one is in the Southwest:

Rank	State	Numeric Growth	% Growth
1	Texas	367,215	1.3%
2	Florida	233,420	1.1%
3	Arizona	120,693	1.7%
4	North Carolina	106,469	1.0%
5	Georgia	106,292	1.0%

Clearly the South continues its long period of population growth, while other regions of the U.S. lag. This pattern will result in many changes, from political representation to the ability to fund major infrastructure projects.

Why do People Continue Moving to the Southern Region of the U.S.?

There are several reasons why people decide to move to a new location. In terms of general population trends in the U.S., a few factors often top the list:

1. Jobs

Not surprisingly, all five of the top ranking states for growth in population estimates also rank in the top 20% of states for job growth from 2018-2019.

2. Cost of Living

Each of the top ranking states have cost of living that is lower than half of the other states in the nation. Georgia in particular ranks as the 9^th least expensive state for cost of living.

3. Weather

People looking for beautiful weather will find it at each of the top ranking states. Factors that determine a state’s ranking for weather include comfortable temperatures, dry weather, and at least 60% annual sunshine.

What Do Population Estimates Mean for Employers?

Employers should review their future growth plans to determine if certain locations may be more amenable for expansion and talent acquisition. Many states have been investing significantly in education, a key component for state prosperity. The U.S. Census Bureau reports that spending per pupil increased for the sixth consecutive year nationwide. Taking into account variations in cost of living, spending per pupil appears to be somewhat comparable among many states and regions.

Conclusion

GMS’ team of domestic relocation experts has helped thousands of our clients develop hiring and recruiting programs that attract highly skilled job seekers to meet corporate growth objectives. As a result, our team can help your company understand the importance of population estimates for states as they relate to talent acquisition and your company’s ability to attract new hires and transferees.

Contact our experts online to learn more about population estimates as they relate to corporate growth and talent acquisition, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags 2019 USA Job Market, 2020 USA Job Market, Arizona, Domestic Real Estate, Domestic Relocation, Domestic Relocation Trends, employee relocation, Florida, Georgia, jobs, North Carolina, Population Estimates, relocation, Texas, Texas Relocation, United States Demographic Trends, United States Migration Patterns, US Economy, Workforce Mobility

Job Market Job Seekers United States Economy

State Employment Differences Amplified by COVID-19

Post author By Global Mobility Solutions
Post date July 2, 2020

Omaha downtown skyline during Autumn, with a lake at the Heartland of America Park in the foreground

Across the U.S., state employment differences are often reflective of a variety of factors. Some of these factors are broad in scope, and others may be distinctly local. For example, components that may influence the growth or decline of employment in a specific industry sector may include:

Economic policies
Trade agreements
Favorable climate/weather
Local investment
Presence of natural resources

Over time, and if industries are successful, they may take an outsize role within a state. The automotive industry is an example of this type of impact. This industry has grown so large that its health impacts the states with automotive manufacturing facilities. The state of Michigan ranks as the #1 state for automotive manufacturing. As a result, the industry is often at the center of discussions about the state’s economy.

Comparison of Two State Employment Differences Resulting from COVID-19

Since the start of the COVID-19 pandemic in the U.S., employment has seen dramatic shifts. State employment differences reflect the concentration of various industries across states. For job seekers in the current job market, researching specific industries may help determine places with employment opportunities.

The U.S. Bureau of Labor Statistics publishes several reports on the labor market. The State Employment and Unemployment Summary reports on state employment differences. The period from March to April 2020 shows the impact of the COVID-19 pandemic on the labor market by state. Interestingly, the data shows a significant difference across many states. The preliminary measures from March to April range from a low of 4.3 point increase in unemployment, to a high of 21.3 point increase. The two states at these ends of the spectrum reflect the impact of industry concentration within a state.

Nebraska

The state of Nebraska March to April 2020 increase is the smallest of the 50 states, at only 4.3 points.

Nebraska Unemployment Rate

March 2020	April 2020	Change Month to Month
4.0	8.3	4.3

While Nebraska has an agricultural history, economic diversification has lessened the impact of one industry on the state’s employment performance. Currently Nebraska’s largest industries include:

Insurance and Financial Services
Manufacturing across Several Industry Sectors
Agriculture including Livestock, Corn, and Feed
Transportation including Rail and Trucking
Services including Healthcare, Data Processing, and Law Firms

All of these industries add to the state’s economic diversification and growth. As a result, no specific industry has an outsize influence across Nebraska. The impact of COVID-19 with respect to state employment differences are likely to be spread across several industries in Nebraska. Additionally, the Nebraska city of Curtis is looking to attract residents to become homeowners and landowners.

Nevada

The state of Nevada March to April 2020 increase is the largest of the 50 states, at 21.3 points.

Nevada Unemployment Rate

March 2020	April 2020	Change Month to Month
6.9	28.2	21.3

Nevada’s economic performance hinges in large part on the state’s tourism industry. Within this industry, the most important sectors are gaming/gambling, hospitality, and leisure. Gambling taxes are a primary source of the state’s revenue.

While gaming/gambling comprise the largest industry in the state, other industries include:

Mining, with Nevada as the Leading Producer of Gold and Silver in the U.S.
Agriculture including Cattle and Sheep
Manufacturing, mostly Small Businesses

However, Nevada’s service industries concentrated in tourism account for nearly a third of the state’s total gross product.

COVID-19 Impact on State Employment Differences

The Centers for Disease Control and Prevention guidelines to prevent the spread of COVID-19 include avoiding close contact with other people. Industries that require workers to be near other people are more heavily impacted by COVID-19. Also, various “stay at home” directives dramatically reduced the flow of tourists to cities like Las Vegas. The state of Nevada has borne the brunt of these types of restrictions due to the outsize influence of tourism, gaming/gambling, and hospitality upon its economy. State employment differences between Nebraska and Nevada show how industry diversification can benefit an economy from outside shocks.

What Should Job Seekers do About State Employment Differences?

Job seekers should review how state employment differences reflect the local economy’s diversification of industries. States with diverse economies are less likely to face significant issues due to shocks to their economy such as COVID-19.

Job seekers should also consider utilizing robust career services. These services will also help them leverage online tools to enhance their personal brand and increase their success in the job market. GMS Global Career Services available for job seekers include a number of helpful resources. A Career Services Intake will identify the job seeker’s needs, questions, and goals. As a result, GMS Global Career Services will be able to create a unique plan for their job search.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract qualified new hires. As a result, our team can use GMS Global Career Services to help job seekers find and access these programs in the states and industries that match their goals.

Contact our experts online to discuss how state employment differences may impact your job search, or give us a call at 800.617.1904 or 480.922.0700 today.

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Tags 2019 USA Job Market, 2019 USA Job Market, 2020 USA Job Market, 2020 USA Job Market, Job Market, Job Seekers, jobs, State Employment Differences, State Employment Differences, Tri-State Regional Economy, Unemployment, United States, US Economy, US Economy, workforce mobility management

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

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

Post author By Sam Hoey | CRP, GMS
Post date June 25, 2020

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:

is outside of the U.S.
does not have a valid nonimmigrant visa
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:

Theoretical and practical application of a body of highly specialized knowledge
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:

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

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:

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

L-1B Intracompany Transferee Specialized Knowledge

Basic Requirements:

The employee must have been working for one continuous year within the immediately preceding three years prior to U.S. entry
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:

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)
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.

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.

Tags 2019 USA Job Market, 2020 USA Job Market, Border Restrictions, COVID-19, global mobility, global relocation, Global Relocation Tips, Immigration Application Fees, Job Seekers, jobs, Limiting Immigration Visas, Skills-Based Immigration Plan, US Economy, Visa and Immigration Rules, Workforce Mobility, workforce mobility management

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

Post author By Tamara Molino | CRP, GMS
Post date June 11, 2020

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

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

USCIS FY 2019 Final Statistics

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

Overall, in FY 2019 USCIS:

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

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

What are Green Cards?

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

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

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

Other USCIS petitions include:

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

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

What are the Current Immigration Application Fees?

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

Biometrics	$85
N-400	$640
Total	$725

What will the Immigration Application Fees rise to?

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

What Does This Mean?

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

What Should Employers do About Immigration Application Fees?

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

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

Conclusion

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

GMS was the first relocation company to register as a .com, created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation^® technology platform.

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

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Tags 2020 USA Job Market, global mobility, global relocation, Global Relocation Tips, immigration, Immigration Application Fees, jobs, Visa and Immigration Rules, Workforce Mobility

Talent Management Talent Mobility

Special Needs Relocation Services: A Compassionate Approach

Post author By Sam Hoey | CRP, GMS
Post date June 9, 2020

Handicapped manbeing helped during the employee relocation process

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

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

Three Situations that Require Special Needs Relocation Services

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

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

Elder Care

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

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

Options Available

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

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

Children with Special Needs Relocation Services

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

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

Research Tools

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

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

Assistance Animals

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

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

Fair Housing Act

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

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

What Should Employers Do About Special Needs Relocation Services?

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

Conclusion

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

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

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Tags 2020 USA Job Market, Domestic Relocation, Domestic Relocation Trends, employee relocation, global mobility, jobs, Pet Move, Pets, Pre-decision, Pre-Decision Programs, relocation services, Special Needs Relocation Services, Talent Management, US Economy, Workforce Mobility, workforce mobility management