Tag: workforce mobility management

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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

The Trump administration will be limiting immigration visas in order to protect U.S. workers suffering from job losses during the COVID-19 pandemic. The order also bars groups of foreign workers. Several types of visas fall under the new executive order. The administration believes the new restrictions are necessary to counteract the impact of high unemployment levels.

The Proclamation issued on June 22, 2020, amends the Proclamation 10014 of April 22, 2020 to have an expiration of December 31, 2020. An important point to note in the Proclamation is that it only applies to any alien who, on the effective date of the Proclamation:

  1. is outside of the U.S.
  2. does not have a valid nonimmigrant visa
  3. does not have an official travel document other than a visa that permits travel to the US for entry

The Proclamation also requires three Secretaries to confer and consider any necessary modifications within 30 days of June 24 and every 60 days from then on. The three Secretaries that will review conditions limiting immigration visas are responsible for these U.S. Departments:

  • Homeland Security
  • State
  • Labor

Limiting Immigration Visas: Impact

The new executive order limiting immigration visas will impact several visa categories, including the following:

H-1B Specialty Occupations

H-1B visas are subject to the Trump administration’s skills-based immigration plan. They are also subject to the U.S. Citizenship and Immigration Services new online H-1B visa lottery registration system.

Basic Requirements:

  1. Theoretical and practical application of a body of highly specialized knowledge
  2. Bachelor’s Degree or higher level of education

H-4 Dependent Spouses and Unmarried Children Under 21

H-4 visas are a temporary, nonimmigrant visa for the spouses and unmarried children (under 21 years of age) of H-1B visa holders. In some cases the U.S. has provided work permits for H-4 visa holders that are valid as long as their H-1B visa holding spouse remains H-1B eligible. Visa holders in this category are dependent upon any issue limiting immigration visas for their H-1B visa holding spouse or parent.

Basic Requirements:

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

H-2B Temporary Non-Agricultural Workers

Basic Requirements:

After USCIS approved Form I-129 Petition for a Nonimmigrant Worker, prospective H-2B workers who are outside the U.S. must:

  • Apply for an H-2B visa and then seek admission to the U.S.

or

  • Directly seek admission to the U.S in H-2B classification at a U.S. port of entry in cases where an H-2B visa is not required.

L-1A Intracompany Transferee Executive or Manager

Basic Requirements:

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

L-1B Intracompany Transferee Specialized Knowledge

Basic Requirements:

  1. The employee must have been working for one continuous year within the immediately preceding three years prior to U.S. entry
  2. Seeks to enter the U.S. to provide services in a specialized knowledge capacity

Executive Order Limiting Immigration Visas Includes Exchange Visitors

The U.S. Department of State administers the exchange visitors program. The Department also designates the sponsors for exchange visitors. Many of the categories in the exchange visitor program cover students and teachers.

J-1 Exchange Visitors

J-1 classification is for those who intend to participate in an approved program for the purpose of teaching, instructing or lecturing, studying, observing, conducting research, consulting, demonstrating special skills, receiving training, or to receive graduate medical education or training.

Basic Requirements:

  1. Submit a Form DS-2019, Certificate of Eligibility for Exchange Visitor Status to the U.S. Department of State (no blank DS-2019 Forms exist; each is printed with a unique identifier)
  2. Upon obtaining Form DS-2019, apply for a J-1 visa through the U.S. Department of State at a U.S. Embassy or Consulate

What Should Employers do About the Administration Limiting Immigration Visas?

Companies should continue to stay informed about the administration’s interest and activities limiting immigration visas. This new executive order may have a significant impact on an employer’s ability to recruit and hire foreign talent. As a result, knowing what to expect can help companies determine how to leverage strategic resources and respond accordingly to meet corporate objectives.

Companies should also work with a knowledgeable and experienced Relocation Management Company (RMC). RMCs can help companies design a robust talent acquisition program. Also, RMCs can help a company design an industry-leading relocation program that will give them a competitive advantage in the global market for highly skilled employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond effectively to issues regarding travel and immigration. Our team can help your company understand how to develop plans to mitigate the impact of the administration limiting immigration visas.

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

Contact our experts online to discuss your company’s interest in learning more about the Trump administration limiting immigration visas, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Relocation Challenges

Flexible Transportation Solution for a Changing Mobility Landscape

The young Family is enjoying their new Home

Many GMS clients currently reviewing their relocation policies and international assignment programs find they need a flexible transportation solution. Responding to issues around the COVID-19 pandemic, companies are recognizing that shared and public transportation may not provide an optimal solution.

Issues of concern may center on proximity to others, sanitation and cleanliness, or reduced service levels impacting commuting patterns. As a result, the need for a flexible transportation solution for transferees has become a priority as both the return to work and remobilization of talent begins to unfold.

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

Growth Ahead for Short Term Assignments, Long Term Business Travel

Afia believes the relocation industry will experience an increase in short term assignments and long term business travel due to the current pandemic. These aspects of relocation may be driven by different factors. However, both short term assignments and long term business travel will require employers to address transportation for the employee in the new location. IAS has seen an increase in requests from companies who have transferees experiencing longer trips and challenges with public transportation options.

ReadyDrive Program Provides Flexible Transportation Solution

Employees who are on travel or assignment need some form of transportation to ensure they are able to commute and travel to work. However, not all will require permanent vehicle ownership in their new location. Many local government officials are asking residents to avoid using public transit. Afia notes that IAS has an ideal solution with their ReadyDrive program. The ReadyDrive program offers a unique service to support this growing group of global talent.

What is the ReadyDrive Program?

The ReadyDrive program is a worldwide car rental program that Afia states was created exclusively by IAS for the global relocation industry. The program provides an all-inclusive, flexible, and full service rental car option for both international and domestic assignees, as well as business travelers.

The ReadyDrive program is an ideal solution for:

  • Any assignment lasting 30 days or more
  • International short term assignments
  • Domestic short term assignments
  • Any assignee who may not require a traditional car lease or loan
  • Any assignee who may be on an assignment less than 2 years
  • Newly arrived employees who may receive the benefit of a monthly car rental from their employer
  • Contract workers
  • Project workers
  • Long term business travelers

Employees on any of these types of assignments can use the ReadyDrive program to ensure they are mobile from the moment they arrive in the new location.

What are the Benefits of the ReadyDrive Program as a Flexible Transportation Solution?

Afia notes the ReadyDrive program offers several distinct benefits to support employers and their employees:

  • Globally Minded – ReadyDrive offers rental car solutions in over ten thousand locations across the US and in over 150 countries worldwide.
  • Cost Effective – With preferred rates regardless of location and season, the competitive pricing is fixed, with structured pricing globally. This offers both assignees and companies a resource for managing budgets and costs. There is no seasonal inflated pricing, or popular location surcharges.
  • Comprehensive insurance – Included with each monthly rental is collision and 3rd party liability coverage. Rental car insurance can be extremely expensive with monthly costs totaling hundreds of dollars. By comparison, IAS offers coverage at no cost to assignees.
  • Unlimited mileage per month – No mileage restrictions ensure renters are free to drive as needed.
  • Spouse and coworker sharing – Renters may share the vehicle with a spouse or coworker who will be automatically covered under the insurance. There are no additional driver fees.
  • Scheduled vehicle maintenance – Long term renters will enjoy a well-running vehicle with convenient options for vehicle exchange and regular service.
  • Basic roadside assistance – No charge roadside assistance. This supports any driver and ensures vehicle towing and replacement if there are any mechanical failures with the vehicle.
  • Safety – There are many global directives for individuals to avoid public transportation. IAS rental partners take extensive safety measures to ensure all renters have clean, safe, and reliable transportation.

ReadyDrive Team Members Manage Every Step of the Rental Process

The ReadyDrive program offers a flexible transportation solution that is unparalleled in the mobility industry. Afia states that ReadyDrive team members manage every step of the rental process with assignees, from initial quotation, through rental bookings, and finally with vehicle return. The ReadyDrive team provides ongoing support to customers and companies with all aspects of their rental experience, including rental extensions, incidents, claims, and more. The ReadyDrive program provides business travelers and assignees with high touch service throughout the entire rental period.

Customer Comments Show Appreciation for a Flexible Transportation Solution

Afia also shared some recent customer comments from participants in the ReadyDrive program. She believes the comments show how the ReadyDrive program results in higher assignee and business traveler satisfaction:

  • “Thank you for the follow-up. The experience was great. The pick-up was quick and fast.” 
  • “Everything was perfect, the car and especially the kindness and professionalism of the agent who assisted me yesterday when I picked the car up.” 
  • “Everything is great so far. I’m satisfied with the vehicle and the service.” 
  • “Yes, all is well with the car and the service was excellent!”

IAS offers employees a flexible transportation solution that will meet all of their requirements and more. As employers begin mobilizing their workforces, the ReadyDrive program is an ideal solution for local transportation needs.

What Should Employers do?

Employers with employees on short term assignment or traveling for business should look into a flexible transportation solution. The current COVID-19 pandemic results in guidelines that support clean, non-public transportation options. IAS’s ReadyDrive program is an ideal solution for local transportation. IAS provides superior solutions that give employees peace of mind for their vehicle needs.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to identify assignee and business traveler needs. Our team can help your company understand how to provide a flexible transportation solution through the IAS ReadyDrive program.

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

Contact our experts online to discuss your company’s need for a flexible transportation solution for assignees and business travelers, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Talent Management Talent Mobility

Special Needs Relocation Services: A Compassionate Approach

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.

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

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Job Market United States Economy

Sanitation and Cleanliness in Relocation: Rising to the Challenge

One man, man in protective suit disinfecting and spraying every room in the building alone.

Many GMS clients are looking at how they can successfully transition their workforce back to an office or facility location that meets new requirements for sanitation. The original move to a “work from home” environment may have been quickly implemented with very little planning due to the COVID-19 pandemic and various “stay at home” orders.

Returning to a place of work will require a thoughtful approach to the concepts of sanitation and cleanliness. In relocation terms, the return of employees is very similar to a group move. A number of specific points should be addressed to ensure health and safety for all employees.

3 Main Points to Consider with Sanitation

There are 3 main points a company should consider when it comes to sanitation: moving equipment back into a facility, work space configuration, and facility cleanliness.

1. Sanitation When Moving Equipment Back to a Workplace

The American Moving & Storage Association (AMSA) has issued guidance for consumers to ensure safety for all who move during the COVID-19 pandemic. This guidance also applies to moving equipment from an employee’s home back to a workplace. One of the points to consider is that employees should always use fresh supplies of packing materials for any equipment they plan to return to the office.

For example, employees planning to move computer equipment and supplies, file folders, and other office materials should ensure any box they use is new. Rolls of tape, packing papers, and storage boxes should all be new equipment that has not be used for any other purpose. GMS partners provide packing and moving services that are specifically targeted to ensuring health and safety for employees and the workplace.

Equipment that returns to a workplace should meet sanitation and cleanliness requirements. Desktop IT equipment that has been in use in a home environment may need specialized cleaning to ensure it does not transmit any issues back to a workplace such as:

When in doubt, companies should look into sanitation and cleanliness of all incoming equipment to help ensure a clean and safe workplace. Companies may consider offering assistance to employees in the form of curbside return services. With these services, professional movers bring equipment back to a workplace and arrange for installation as well as cleaning and sanitation.

2. Workplace Configuration

The new normal for workplaces may be anything but normal to employees who may be used to close office environments and easy-going quick meetings in hallways, at desks, or in the lunchroom. Social distancing rules put forward by health authorities to help people protect themselves and others could require a new configuration for workplaces.

Generally, social distancing rules according to the Centers for Disease Control and Prevention require:

  • At least 6 feet distance from coworkers
  • No gathering in groups
  • Avoid mass gatherings
  • Do not enter crowded places
  • Limit close contact with others

For some workplaces, entirely new office and work space designs may be required. Companies should review conference rooms, break rooms, lunch rooms, hallways, and other shared spaces with a focus on helping employees maintain social distancing. While social distancing may help reduce the need for workplace sanitation, it will not eliminate the need for companies to address this need.

Other considerations may involve how to configure storage. New space requirements may lead some companies to recognize a need to store equipment, file cabinets, and office furniture. Storage needs may be for the short term or the long term. Workplace size as well as changes driven by how work now actually gets done may dictate new and increased storage needs.

3. Workplace Sanitation

With equipment returning to workplaces and the need to ensure health and safety for employees, companies should review their workplace sanitation programs. Companies should examine equipment, facilities, door handles, tables, chairs, and even staplers in a shared copy room for patterns of use, cleanliness, and sanitation.

While some workplaces may already use good sanitation practices, the new normal with COVID-19 requires a greater focus on practices to ensure good health and safe practices. Many GMS network partners offer enhanced sanitation, including specialized services such as electrostatic disinfection.

Communication of new workplace rules is critical to help employees learn what is considered safe behavior, and what is not. Use of shared facilities such as a lunch room may require consideration as to occupancy and cleaning requirements. Workplace event coordination may be useful to help welcome employees while sharing about the new workplace and expectations. Motivating employees to become involved and engaged will help them gain a sense of belonging and purpose in their new workplace.

What Should Employers do?

Employers should look into all of the aspects surrounding sanitation as they plan for employees to return to the workplace. Packing, moving, and equipment sanitation should be considered. Also, employers should carefully review workplace configuration and potential storage requirements. The new normal for workplaces has changed significantly in light of the COVID-19 pandemic. A Relocation Management Company (RMC) with knowledge and experience in managing group moves is an ideal resource to help employers who are planning to move groups of employees back to central workplace.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to arrange for group moves of offices, employees, and equipment. Our team can help your company understand how identify and address all of the aspects of a group move for your employees returning to the workplace while maintaining new sanitation and cleanliness standards.

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.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Contact our experts online to discuss your company’s need for information about helping employees return to the workplace while ensuring sanitation, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

Categories
Domestic Relocation Challenges Job Market Job Seekers Labor Force Relocation Challenges Talent Management Talent Mobility United States Economy

Returning Workforce: Tips to Help Bring Employees Back to the Office

Asian businessman wear face mask attach reopen sign at office after lockdown due to coronavirus covid-19, business new normal and social distancing concept

Across the working world, many employers need to prepare for their returning workforce. Employees may have been working from home for several weeks or even a few months due to COVID-19 restrictions. Some offices and facilities may have closed very quickly to meet local or state requirements. How should employers approach welcoming employees back to the workplace?

Relocation Industry Suppliers Share Plans for Their Returning Workforce

GMS interviewed five relocation industry suppliers to find out what they plan to do for their returning workforce. We spoke with one supplier in the Household Goods Moving Industry, one Real Estate Broker, one Corporate Housing Provider, one Destination Services Provider, and one Home Mortgage Lender. We also asked these companies to share any resources they used to help them define their approach.

Each of these companies are leaders in their respective industries. As a result, their answers provide a wealth of insight and knowledge. GMS clients may be able to learn valuable information they can use as they develop their own plans for their returning workforce.

Household Goods Moving Company Plans for Their Returning Workforce

Mike McGill, Senior Vice President: Mills Van Lines

“From a remote work standpoint, the main area that this has impacted is our office staff that supports all of the services being performed in the field – i.e. sales, customer service and accounting – most of whom started working from home on 3/16. Thanks to the technology available to all of us, the transition from in-office to remote work was quite seamless and has enabled us to continue to function without interruption (I can’t imagine what we would have done if this pandemic struck 20 years ago). That being said, we run a single location company, with our HQ facility in Ohio. We have been following all of the guidelines of local, state, and federal government – as well as the CDC – and will continue to do so.

Governor of Ohio Announcements

The governor of Ohio made announcements earlier this week that they will allow non-essential businesses to start a phased opening – with some starting back up on 5/1 (doctor/dentist/veterinarian offices), others on 5/12 (retail and consumer stores), and even more later in the month (likely restaurants, bars, and salons). As part of those announcements, the governor requested that individuals who can work from home should continue to do so for the time being.

Communications to Team Members

We have communicated to our team members that we will continue to follow the guidance of the governor, and that we would like them to work remote until further notice. When we get to a point where it is safer to be out and about, we will definitely allow them to return to the office, but we have also let them all know that it will be up to each of them individually to decide when they feel ready to do so.

Adjustments Made to Enable Staff to Return to Office

Regardless of when the offsite staff does return to our office, we have already made adjustments to enable them to do so. Effective in early March we ramped up cleaning and disinfectant activities at our facility. We also started placing bulk orders back in March for supplies like disinfectant soap, hand sanitizer, and masks – and those orders have been arriving over the past 6 weeks. And we have asked that everyone keep 6 feet apart when interacting within the facility. We are fortunate because we have a good amount of space in our office that will allow for our entire returning workforce to be here at work and still be more than 10-15 feet apart at all times.”

Real Estate Broker Plans for Their Returning Workforce

Erik R. Brown, Realtor®, TV host, speaker, and author of “One in a Million: Everything You Need to Know to Find the Best Realtor®”: Compass

“We are following the guidelines of our local health officials and authorities. Fortunately in our world, we can work remotely while still servicing our clients’ wants and needs effectively. When California’s Safer at Home order is lifted (currently scheduled for 5/15), there will be social distancing recommendations for offices to follow. I am thankful that Compass is so agent-centric and forward thinking to plan for the long term health of our agents and staff.

Appropriate Social Distancing

Thankfully as a Realtor® I don’t handle the office administration; that is a massive job WITHOUT the intricacies of prepping for appropriate COVID-19 best practices! I know both in office and while showing homes and properties, appropriate social distancing, masks, small groups and the like are and will be the norm for the foreseeable future. Though I miss handshakes and hugs, I am a black belt in Zoom. 🙂

I am communicating much more online and the phone. Virtual meetings, Facebook Lives, Video messaging were a part of my practice, but now are commonplace for my team and me to communicate with clients, prospects, vendors, and colleagues. I have utilized virtual assistants for years, so developing an online infrastructure was something I did years ago. Much of our work then has become the foundation of what we do now.”

Corporate Housing Provider Plans for Their Returning Workforce

Ann Moore, Managing Partner: ATB Furnished Housing

“Although we all miss ‘normalcy’ ATB will resume business in stages based on our success rate of keeping our team healthy and virus free and our plan to open reflects this strategy. Because we support many of the essential businesses such as health care and transportation, our main office has never completely closed. However, 80% of our staff have been working remotely and critical function associates are done in shifts to reduce contact. We plan to keep all remote workers that can effectively work from home doing so until May 31.

Critical operational associates will be returning to work full time in the office as of Monday May 4th with guidelines regarding each employees’ personal home life scenario and safety concerns. All associates will be provided with masks, gloves and hand sanitizer to be used routinely when in the office as well as when traveling to and from the office. We will continue to limit travel and in person meetings will be restricted to three or less people. With the technology available to us for video conferencing we strongly feel there is no need to rush back to an environment of high level risks.

CDC Guidelines and Recommendations

Per the CDC guidelines and recommendations, our offices have been thoroughly cleaned and sanitized on a daily basis and all high touch surfaces are re-cleaned every three hours. We are fortunate that all of our work stations and offices are well over six feet apart so we do not need to re-configure to accommodate social distancing policies. As of Monday May 4th, we will be doing temperature checks upon reporting to work and will continue to be vigilant on assessing and tracking the virus statistics in our state and will not hesitate to resume a shelter in place policy as needed.

Keeping our team healthy and safe is our top priority. In an effort to be pro-active beyond the suggested preventative measures for spreading the virus, ATB will be focusing on educating our team about healthy immune boosting food choices and will be stocking the break room appropriately based on the suggestions of the Physicians Committee for Responsible Medicine. We look forward to a return to normal operations but also realize our role in doing so responsibly.”

Destination Services Provider Plans for Their Returning Workforce

John Merriweather, CEO and President: GO Destination Services

“Our team is eager to return to the corporate office in Carmel, Indiana. We are hiring a professional sanitizing company to keep employees safe. We will have a gradual return to the office on staggered work shifts based on desk proximity and job function. All meetings will conducted by video chat or phone call.”

Home Mortgage Lender Plans for Their Returning Workforce

Matt Canfield, Senior Vice President, Relocation and Affinity Lending: TIAA Bank

“Our leadership is evaluating when we will be able to return to our office environment, with a focus on keeping our team safe and healthy. At this point, we anticipate that this remote work guidance will remain in effect until further notice and the timing is right. For the near future many of our associates find them working from a new office—their homes. We have some great internal resources for Working Effectively in Today’s Environment to help our team through this tough time and keep our team happy, healthy, safe and productive.”

What Does This Mean?

Each company is unique in its workplace and culture. Also, various locations may need to address specific issues that depend on a variety of factors, from government regulations to the availability of transportation or child care. Companies in the planning stages for their returning workforce should leverage resources and expertise that can help them determine how to create appropriate measures while ensuring employee safety.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients with their talent management programs. As a result, our team can help employers with a variety of issues as they plan for their returning workforce.

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.

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 learn more about how your company can leverage resources to plan for its returning workforce, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Business Services Career Services Domestic Relocation Challenges Domestic Relocation Tips Talent Management

Mental Health and Talent Management During COVID-19

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Many GMS clients are looking at their talent management programs to address issues relating to how COVID-19 impacts employees’ mental health. Anxiety and stress resulting from the global pandemic may have a significant impact on an organization’s ability to attain its objectives. Talent management encompasses many important aspects as to how a company functions, including:

  • Identifying the organization’s specific needs for talent
  • Finding candidates with the right qualifications
  • Providing opportunities for employees to develop skills on the job
  • Offering training and education to increase the employees’ expertise
  • Keeping employees engaged and motivated to reach company objectives

Each country, state, and city may have its own specific requirements as to how residents should comply to ensure safety during the COVID-19 pandemic. Transportation could be impacted, as well as schools and other public services. All of these requirements can add significantly to how an employee feels about their safety and security. These requirements might also impact whether employees can get to their place of work, or increase requests for alternative work arrangements to deal with child care needs. Companies should look into a variety of mental health resources that can help employees who could be experiencing issues relating to COVID-19.

Agile Talent Management Programs Might Have Some Mental Health Resources

Agile talent management programs can help companies respond rapidly to new challenges. Many companies already have online learning resources that employees can easily access. Also, Employee Assistance Programs (EAPs) often provide a wide variety of helpful resources for employees dealing with issues that may directly impact their mental health.

COVID-19 Mental Health Resources May Not Be Readily Available

However, dealing with the impact of COVID-19 is not likely to be one of the topics in any company’s library of readily available learning resources. The most recent global pandemic that bears some similarity to the current COVID-19 situation is the 1918 influenza pandemic, occurring over 100 years ago.

Also, isolation resulting from COVID-19 restrictions may lead to increased alcohol and other substance consumption. Those at risk of substance abuse may not have the ability to easily find healthy coping skills. As reported by Nielsen, alcoholic beverage sales rose by 55% during the third week of March. Unhealthy alcohol consumption can lead to a wide number of additional medical and mental health issues.

Resources for COVID-19 Mental Health

Anxiety and stress are major factors that can negatively impact employees’ mental health. As such, companies should provide access to helpful resources that specifically target COVID-19 issues.

GMS spoke with Dr. Eric Goodman, a clinical psychologist who specializes in treating fears/phobias, persistent worrying, panic attacks, Obsessive-Compulsive Disorder (OCD), and social anxiety. Dr. Goodman’s Coastal Center for Anxiety Treatment practice is located in San Luis Obispo, California. He is author of the upcoming book “Your Anxiety Beast and You: A Compassionate Guide for Living in an Increasingly Anxious World,” to be published in May 2020 from Exisle Publishing.

Dr. Goodman has published several articles to help people understand the source of anxiety around the COVID-19 pandemic, as well as how best to manage this anxiety.

What are the Sources of Anxiety around COVID-19?

According to Dr. Goodman, our anxiety has evolved over time to help us survive in worlds that were harsh and unforgiving, with straightforward dangers. Our ancestors knew to run from harm, and their anxiety helped them overcome prehistoric challenges.

In a sense, our anxiety around COVID-19 also consists of known threats to our safety: the coronavirus that may sicken us and our loved ones. Additionally, the forced isolation prevents us from having compassionate connections with others. We feel alone, under threat, and constantly bombarded by a daily news cycle filled with difficulties and sadness. Our mental health takes a beating.

Even if we take reasonable safety measures and abide by all of the precautions, we still face much uncertainty, and with this uncertainty is a risk of danger. Our anxiety wants the COVID-19 risk to be completely gone. Although the statistics favor our survival, we still feel anxiety, and over time may feel that our anxiety itself is a threat to us. All of this results in a higher degree of suffering. Employees may become so overwhelmed by their anxiety that they may not be able to focus on their jobs and corporate objectives.

How Should we Manage the Anxiety Around COVID-19?

There are several ways we can manage the anxiety around COVID-19. Dr. Goodman suggests three specific things we can do to mitigate this anxiety and help improve our mental health:

  1. Become mindful of our how bodies react to anxiety so we can let go of this struggle

Dr. Goodman suggests exercises such as doing a mindful body scan can be helpful to understand how our bodies react to anxiety.

  1. Soothe our nervous system to create a peaceful home for our anxiety

By getting enough sleep, avoiding substances that increase anxiety, and other healthy practices, Dr. Goodman believes our nervous system will become a peaceful place. This in turn will help calm our anxiety.

  1. Teach our anxiety so that it learns something that is safe to do, not just avoid danger

Often our anxiety can pursue actions that border on superstition or phobia. Rather than follow guidelines such as washing our hands for 20 seconds correctly, our anxiety extends the time or the frequency of handwashing. According to Dr. Goodman, we can teach our anxiety what is reasonably safe.

Additional Resources for COVID-19 Mental Health

Mental Health America (MHA)

MHA is the nation’s leading community-based non-profit organization that focuses solely on those living with mental illness. MHA has compiled a number of resources that directly address issues relating to COVID-19.

Anxiety and Depression Association of America (ADAA)

ADAA has a number of resources including blog posts and videos with helpful tips for dealing with anxiety around COVID-19.

Centers for Disease Control and Prevention (CDC)

The CDC has created a resource page dedicated specifically to stress and coping with COVID-19. The CDC further instructs those dealing with preexisting mental health conditions to continue their treatment. Also, the CDC notes they can find additional information at the Substance Abuse and Mental Health Services Administration (SAMHSA) “Disaster Preparedness” page.

Substance Abuse and Mental Health Services Administration (SAMHSA)

SAMHSA provides guidance and resources to assist individuals, providers, communities, and states across the nation in dealing with the effects of COVID-19, including emergency grants and disaster planning.

Rehab 4 Addiction (R4A)

Rehab 4 Addiction, based in the UK, provides speedy admissions into residential rehabs across the United Kingdom and internationally. The team has recently published Coronavirus: Guidance for Better Mental Health, an educational guide to help increase understanding and awareness of all aspects of coping with the stress of the lockdown and bereavement. Their hope is that this resource can be one of many stepping stones for those struggling and their loved ones to better understand their situation and lead them to find a supportive and safe environment.

Ark Behavioral Health (ArkBH)

Ark Behavioral Health is accredited by the Joint Commission, the “Gold Standard” for behavioral health facilities. The goal at Ark is to use a whole-patient approach built on a foundation of integrity, transparency, and compassion. Each facility is centered around individualized patient care with an emphasis on long-term recovery to empower those with sense of purpose and joy. They strive to have their website be an educational resource by providing up-to-date, accurate, and evidence-based information related to substance abuse, mental health, and more. This is done in order to increase understanding and awareness of addiction without shame.

The Recovery Village (TRV)

The Recovery Village seeks to assist those in recovery and decrease the spread of COVID-19, and has launched a Teletherapy Program. Those in need now have access to one-on-one counseling, group therapy, and various online services virtually with a licensed professional, improving their chances of a successful recovery. TRV has also published many support resources to assist those in recovery during the pandemic.

The Palm Beach Institute (TPBI)

The Palm Beach Institute is an an organization dedicated to assisting individuals in overcoming addiction. The COVID-19 pandemic presents unique challenges for people with substance use disorders and in recovery. They have published a guide to understanding addiction relapse during COVID-19 and tips for remaining sober.

Southern California Sunrise Recovery Center (SCSRC)

Southern California Sunrise Recovery Center provides resources for common issues people are dealing with, tips for reducing stress and anxiety, and how to get help for managing mental health during COVID-19.

Recovering Champions (RC)

Recovery Champions is accredited by the Joint Commission, the “Gold Standard” for behavioral health facilities. The goal at RC is to help individuals get personalized addiction treatment through evidence-based practices, trauma counseling, and treatment for co-occurring mental health disorders. They believe that Individualized treatment leads to long-term recovery. 

Choosing Therapy (CT)

Choosing Theraphy provides an online mental health resource, and has published a comprehensive guide to EAP explaining what it is, how and when to use it for mental health, types of mental health care provided, and more.

What Should Employers do?

Employers should share helpful mental health resources that can help employees who may be experiencing issues relating to COVID-19. As a result, employees will be able to reduce the impact of anxiety and stress. They will also be able to focus on their jobs and corporate objectives. Employers should examine their talent management and employee assistance programs to determine if resources are in place that address COVID-19 mental health issues.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to develop talent management programs to address employee needs. Our team can help your company understand how to find and utilize valuable mental health resources that can help employees who may be experiencing issues relating to COVID-19.

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.

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 need for information about mental health resources for employees dealing with anxiety and stress due to the COVID-19 pandemic, or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Global Mobility Global Relocation Global Relocation Tips Global Relocation Trends Relocation Best Practices Relocation Challenges Relocation Programs United States Economy Visas and International Travel

Successful Language Training: What Does it Look Like, and What Can it Provide?

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Successful language training often helps employees determine if they can easily accept a global assignment. Many transferees may have a commanding grasp of several languages. Language proficiency and other professional skills often prepare them well for work in a new location. However, their family members may not be as proficient in multiple languages. The prospect of relocating to a destination where language may become a barrier can be daunting.

Employers should inquire as to whether transferees, their spouses, and their family members have proficiency in the language that is most in use at their new location. If they do not have proficiency, employers should provide assistance with language training.

What Does Successful Language Training Look Like?

Language training programs may include several helpful elements. All of these elements work together to provide transferees and their family members with valuable communication skills. These programs provide professional resources that are proven to assist transferees and their family members successfully settle in to their new location.

GMS spoke with Inigo Lopez, CEO of BiCortex Business Language Services to learn more about how participants can get the most out of their language training programs. Inigo agreed to share his expert guidance on this topic.

Successful Language Training Should be Efficient

Inigo notes that for greatest efficiency, students should study in a private class. Also, the number of student in group classes should always be kept to a minimum. The best solutions are tailored to the student’s specific needs including:

  • Preferred location (home, office or a neutral location)
  • Level of education
  • Business industry
  • Student’s professional and personal objectives

Language training that uses multiple methods to teach students typically has the highest rate of success. These methods may include conversation, use of visual aids, grammar exercises, and self-study. Also, students report higher levels of satisfaction with the training program. As a result, they are also more highly motivated.

Successful Language Training by Expert Language Trainers

Inigo believes the best language training providers work with trainers with the following profile:

  1. Significant number of years within the field of education
  2. Native and multilingual teachers
  3. Qualifications from renowned colleges and universities
  4. Highly motivated specialists with excellent customer feedback

Language Training and Complementary Services

Beyond language training, good solutions offer a range of complementary services. Inigo believes language training and other services can work together to help students reach the highest level of success. For example, tutoring can extend beyond language to include academic support in schools, preparatory classes for examinations, diplomas, and entrance exams, or writing papers.

Additionally, training should incorporate a wide variety of formats. Live online classes, online module learning, and custom solutions all work together to help students learn at their own pace.

What are Students of Successful Language Training Saying?

Inigo provided comments from several students who have utilized language training solutions successfully. Their comments show the amount of value that language training can provide:

M. recently relocated from Colombia to the United States

“My goal is to learn the English language because now we live in the United States…the language training classes helped me a lot…my level is very low as a beginner. My advice to others who want to learn a new language would be that first you really need to want to learn and receive classes both on grammar and tenses, classes can be online as it is similar to face to face in my experience.

The best thing for me is to simply learn, I love to learn more things every day. English for me is a priority and is a goal of mine in 2020. My favorite resources were the internet based tools and videos.”

R. recently relocated from India to the United Kingdom

“My main goal is to be fluent in it, and be confident. So far it is good, my teacher helps very much, and I like her classes. My advice to others is try to use English every day, read books, when looking for a word you do not know yet, always use more than one dictionary.

The best thing about learning a new language is that I am able to develop my confidence level, improving my social interaction and encouraging connection between peers. For me, the best way to learn has always been watching movies and shows. A good way to learn and practice English is to talk with our friends.”

What Should Employers do About Language Training?

The most successful company relocation programs provide a wealth of support programs and services for transferees and their family members since they are often key to ensuring a successful relocation. GMS provides our clients with an extensive range of language training programs as well as other valuable business services so employee relocations are successful. Our high-touch service model fully extends to helping transferees and their family members with everything they need during their relocation process.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop successful language training programs to help their relocating employees and their family members settle in to their new location. Our team can help your company determine the best language training solution for your relocation program. As a result, this will help promote successful relocations.

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

Contact our experts online to discuss successful language training solutions to help your transferees and their family members, or give us a call at 800.617.1904 or 480.922.0700 today.

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Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Relocation Best Practices Relocation Management Talent Management Talent Mobility

Healthcare Corporate Housing Solutions: Covering All the Bases

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During the COVID-19 global pandemic, there is a dramatic rise in the need for healthcare corporate housing solutions. Many GMS clients in the healthcare industry suddenly find an increasing demand for a truly mobile workforce. These clients need to deploy their professional staff quickly and efficiently to several different locations.

Since GMS has many clients that already use corporate housing solutions, our team can implement a program almost instantaneously. This allows our client’s front line healthcare workers to focus on their immediate task and gives them peace of mind for their housing solution in a new destination.

What Do Healthcare Corporate Housing Solutions Include?

Direct Experience and Metrics That Matter

Clients seeking healthcare corporate housing solutions should expect a coordinated approach to its housing needs. Solutions should include a very high-touch level of service quality to reflect the needs of the client’s employees. Providers should have direct industry experience with proven long-term results. Metrics such as a 100% client satisfaction rating are indicative of an industry-leading program. As such, this reflects unparalleled dedication to service and quality by the provider.

Healthcare Corporate Housing Solutions: What are the Standard Services?

GMS leverages the strength of a multiple bid process to seek out housing choices among quality providers that meet clients’ budgetary restrictions and policy parameters. As a result, clients can save significantly on temporary living costs. Standard services include:

  • Domestic and Global Coordination
  • Auto Rental and Return Trip Management
  • Over 2 million properties worldwide
  • Fully Furnished Properties, with Utilities and Amenities
  • 95% or Better Match Guarantee
  • Online Tours of Properties
  • Electronic Lease Paperwork
  • Roommate Matching (if needed)
  • Direct Billing Arrangements Available
  • Available Signature Services such as Housekeeping, Grocery Delivery, Houseware Packages, and Special VIP Services

GMS also coordinates, reserves, and arranges the direct billing of fully furnished apartments, unfurnished apartments, and extended stay units.

Healthcare Corporate Housing Solutions: How Does the Process Work?

The general process for arranging temporary housing has three specific stages: Request, Reserve, and Completion. Each of these three stages follow a robust and client-focused set of steps designed to ensure client and transferee satisfaction.

Request

  1. Client submits a request for temporary housing to GMS
  2. GMS contacts the transferee to confirm the details and initiate the housing search
  3. Client approves housing search results (optional)
  4. GMS provides search results to transferee for selection

Reserve

  1. GMS reserves the transferee’s housing selection
  2. Lease documents and arrival instructions are sent to transferee (via DocuSign)
  3. GMS Relocation Coach contacts transferee to confirm selection is to their satisfaction

Completion

  1. Housing costs are directly billed to client on a monthly basis
  2. GMS Relocation Coach contacts transferee monthly to confirm satisfaction and comfort
  3. GMS Relocation Coach checks with client 30 days prior to housing term expiration to manage vacate or renewal
  4. Transferee vacates housing property at expiration

What Does This Mean for Healthcare Corporate Housing Solutions?

Employers seeking healthcare corporate housing solutions should work with a Relocation Management Company (RMC) that has the knowledge and experience to provide a full range of housing options across the entire housing process. RMCs should provide additional helpful programs such as Pre-Decision/Pre-Hire Services with needs-based counseling and mobility assessments, as well as Premier Travel Coordination throughout the entire relocation process.

Resources for transferees should include proprietary relocation technology, area tours, orientations, and virtual destination spotlights. All services should be provided either in-person or virtually, to suit the transferee’s need. By working together, we can all get through these rapidly changing times and help our healthcare workers to focus on what they do best—treating and helping patients to recover from COVID-19.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients with temporary housing solutions to meet their specific needs. Our mobility consulting team can help your company learn about the range of healthcare corporate housing solutions that provide the best options for the employer as well as its 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.

Learn more about healthcare corporate housing solutions from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

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Global Relocation Tips Global Relocation Trends Visas and International Travel

Brexit Financial Industry Impacts May Change Global Market Dynamics

European Union (EU) authorities are looking to change rules that may result in Brexit financial industry impacts for international banks. As a result, the financial rulebook known as MiFID II could be up for amendments that would negatively impact the United Kingdom (UK).

What is MiFID II?

MiFID II is reform legislation governing the financial industry. It came into being following the 2007-8 financial crisis. The EU’s purpose with MiFID II was to regulate financial markets in the trading bloc, and enhance protections for investors, thus restoring confidence.

MiFID II includes policies governing the following:

  • Commodities Trading
  • Derivatives Trading
  • Futures Trading
  • Record Keeping
  • Research Spending
  • Stock Trading

What Would Brexit Financial Industry Impacts Mean for International Banks?

Several Brexit financial industry impacts would alter how international banks interact with the EU and the UK. These impacts include:

  1. Financial services firms based in London must depend on an equivalence process to gain access to the EU
  2. The equivalence process will require the UK to prove to the EU that its rules post-Brexit are at least as strong as the EU’s
  3. The EU could unilaterally decide to exclude UK firms
  4. Equivalence process allows the EU to unilaterally change the requirements for equivalence

Should the EU choose to amend the MiFID II or alter the equivalence process, these changes will affect industry transactions. International banks with locations in the UK will face Brexit financial industry impacts that might:

  1. Halt adoption of open access, a provision meant to increase the competition in derivatives markets
  2. Remove the requirement that money managers pay separately for investment research and trading services
  3. Prevent large financial firms from providing research at low prices considered harmful to competitors

What Does This Mean?

Brexit financial industry impacts may be more far-reaching than initially thought. Since London is currently the largest financial market in Europe, other market areas in the EU may look to alter rules to help them gain business and increase their industry presence. As a result, financial services firms in the UK may soon face significant hurdles with respect to transactions in the EU.

What should Employers do About the Brexit Financial Industry impacts?

Employers in the UK should review their preparations for various Brexit scenarios that may arise in the negotiation phase. The Brexit Bill does not include all of the specific provisions that directly apply to financial industry points of concern. Issues covering these points may be determined during subsequent negotiations between the UK and the EU during 2020.

The UK has published several valuable resources with Brexit guidance for business. Companies should be sure to review the UK’s guidance to ensure they prepare accordingly. The UK has set up a portal to share information on the new rules for living, working, travelling, and doing business in the US and EU starting in January 21.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond to changing industry and international requirements. As a result, our team can help your company understand how various Brexit financial industry impacts may alter your need for relocating UK and EU workers.

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

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 determine how Brexit financial industry impacts may affect your relocation program, or give us a call at 800.617.1904 or 480.922.0700 today.

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

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

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

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

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Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends United States Economy Visas and International Travel

Emergency Repatriation? GMS Experts Provide Guidance for Any Situation

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Sometimes situations such as an emergency repatriation can present difficult challenges for even a seasoned relocation management professional. Such was the case on a recent request for assistance from a client. A small group of their employees on short term assignment in another country needed to return to the US as soon as possible. GMS was able to quickly assess all of the issues and provide clear guidance to help the client.

Health Precautions Drive Emergency Repatriation Needs

With many nations grappling to control the spread of COVID-19, a number of changes impact employees. Those on business travel face alternate arrangements. Others on assignment find themselves dealing with rapidly changing restrictions on movement.

Responses to COVID-19 across the world include several of the following:

Immediate Need Prompts Quick GMS Action

For the GMS client, the need for emergency repatriation rose quickly. Both the US Department of State and the government of the nation where the assignees were located acted nearly simultaneously to announce border closures and further travel restrictions. The client’s relocation services team contacted GMS with a request for immediate assistance.

Once the call came in to GMS, the team was able to act quickly and schedule a needs call within a few hours. Prior to the needs call, the GMS team worked together to determine the optimal solution.

During the needs call, GMS presented the necessary steps for an emergency repatriation. These necessary steps include:

  • Visa deregistration
  • Flight bookings: GMS contacted our in-house travel desk to identify the latest travel alerts and learn about any additional hurdles that may arise
    • GMS discovered that US citizens were being allowed reentry into the US but only at certain entry points and upon arrival they may need to self-quarantine
  • Lease negotiation
  • Interim medical benefits
  • School assistance to help get children out of their current school and registered into a school in the US
  • Household goods move – virtual consultation to estimate amount of goods
  • Storage of household goods
  • Auto shipment
  • Virtual departure services including area tour and orientation, home finding, spouse/partner career support, and settling in services
  • Temporary living arrangements upon arrival, including solutions if employee would need to self-quarantine

GMS promptly sent a proposal of these services for the client. The client’s leadership team held an emergency repatriation meeting that evening. GMS provided special discounted pricing in order to help the client with a focus on providing immediate service and appropriately filling their needs.

What Does This Mean for Situations such as an Emergency Repatriation?

GMS has a team of experts that help clients address nearly any relocation issue, including an emergency repatriation. Clients should work with a Relocation Management Company (RMC) that has extensive knowledge and experience to help them navigate all of the critical issues surrounding employees on assignment in other nations.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how to respond to changing travel conditions and international border closures. Our team can help your company understand how to effect an emergency repatriation quickly, while identifying all aspects that should be addressed.

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.

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 for any issue related to an emergency repatriation, or give us a call at 800.617.1904 or 480.922.0700 today.

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

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

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

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

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