Tag: workforce mobility management

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Career Services Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Job Market Job Seekers Talent Management Talent Mobility

Working From Home: Tips for Success

Is the new norm for your career working from home? If you answer yes to this question, you are not alone. Millions of employees around the world are now changing their workplaces. The previous norm may have been to be working at a corporate office, in a cubicle, or even at a coffee shop. Now, many employees are working in a room made up as an office in their own home or apartment. Such a dramatic shift entails many logistic challenges. If you can successfully pass all of those hurdles, how can you ensure that working from home will allow you to be as successful as before?

GMS Experts Share Their Success Tips

As a corporate relocation services provider, GMS has extensive experience with the challenges of our clients’ transferees who often work in remote locations. In the United States, clients have transferees assigned in places such as Dickinson, North Dakota and Jarrell, Texas. Globally, clients have transferees assigned in places such as Acuña, Mexico, and Trondheim, Norway. Whether working in a small town, mid-sized city, or a megalopolis such as New York City, employees working from home often face the same issues.

GMS has several employees with experience working from home. These employees know what it takes to be successful at work in their own home environment. Several of them had been asked by clients how they made working from home a winning proposition. Recently, four of these employees got together to share their top tips for success.

GMS Experts: Tenure Working From Home

Ana Barros: Senior Global Account Manager, 8 years

Tricia Davis: Senior Relocation Coach, 13 years

Sam Hoey: Senior Vice President, Business Development, 15 years

Danielle Sanzobrino: Senior Vice President, Account Management, 13 years

Working From Home: Top Success Tips

1. Establish your hours and stick to it!

2. Set your alarm, shower, and get dressed in the morning. You can still wear your fuzzy slippers – no dress shoes required.

3. Find a room to work where you can shut the door. Do not set your office up in your bedroom or you may find yourself with narcolepsy. If your office location is not 100% quiet, use headphones.

4. Turn off distractions such as television and notifications on social media. Consider listening to quiet music in the background. Any Kenny G lovers out there?

5. Consider making a lunch the night before so you can easily and quickly warm it up the next day. This is much healthier than binging on your Hot Cheetos because you have run out of time between calls.

Take Care of Yourself

6. Go for a walk at lunch, get some fresh air, and clear your head. Strike a yoga pose. Downward-Facing Dog anyone?

7. You may have the mindset of “They need to know that I’m working from home.” Take breaks and eat your lunch somewhere other than your office. To avoid “the work from home 15” (gaining 15 pounds), set out daily snacks and stick to them. Note: this is much easier said than done.

8. Set timers and outlook reminders to help you stay on track. Make lists at the beginning and end of each day and check them off as complete. Seeing all these checkmarks can be very rewarding!

Woman with dark hair wearing a yellow sweater looking at computer working from home
STOP Sign helps prevent interruptions when you’re working in your home office

9. When in doubt, call your coworker before you send an email. One email can turn into 400 emails but often a quick call can solve it all. Feel free to post this on your wall!

Etiquette Tips for Working From Home

10. Be thoughtful about email etiquette. Do not “reply to all” unless necessary. If you have something to communicate on a particular client, email the entire operations team. Don’t rely on just the team lead to forward along your communication.

11. Stay connected. Call at least one coworker every day to keep in touch. Anyone else singing the “Reach Out and Touch Someone” jingle from the 1987 AT&T Commercial?

12. If you’re attending a webex, login/dial in at least 5-10 minutes prior to ensure you work through potential technical difficulties.

13. Attend all meetings and speak up. You still need to share your opinion and be heard. If you are dialed into a meeting and can’t hear very well, let the in-person attendees know so they can adjust their phone. When you are not speaking, put your phone on mute. I heard a lady once yell, “Do you want mayo on your sandwich, ma?” Don’t do that if you are working from home.

14. Take a sick day when necessary. Email your manager when you need to go to the doctor over lunch.

Woman with dark hair wearing a yellow sweater looking at computer working from home
Sam Hoey’s dog, Macy, dressed as a UPS delivery driver for Halloween

15. Set boundaries with your kids and spouse/significant other on your work hours. Make them aware that if the door is shut you cannot be interrupted. Try posting a STOP Sign, or something else to notify them.

Meet Macy, Sam Hoey’s Dog

16. If you have a dog, she may bark and that’s ok. But try to minimize the dog interruptions. When you see the UPS delivery driver pull up to your home, you should run to the closet and shut the door so your barking dog does not interrupt a phone call.

17. Dust off your crockpot, air fryer, and instapot. Marinade the meat at lunch or in the morning so making dinner is quick and easy!

18. Tell your family that nighttime and weekends are reserved for family fun time to do laundry and cleaning. Can you think of a better way to bond? Group effort people!

19. End the day working from home with a scheduled routine. Take your dog for a walk, go on a bike ride, enjoy an ice cold beverage, start making dinner, or play with your Guinea pig. Anything that makes you smile and helps you re-engage with your home life.

What Should Employers do About Working From Home?

Employers should provide a wide range of support for employees who are newly working from home. Training on new communication methods is important. Offering expert assistance in setting up home office systems can help employees who do not have technological skills in this area. Providing tips for success that other employees working from home can share will give employees peace of mind.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients navigate issues that impact employees working at remote locations. As a result, our team can help your company share tips for success at working from home with your employees. Companies should take a proactive approach to helping employees during transitions between corporate office and home office locations.

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

Contact our experts online to discuss how your company can share tips for successful working from home, or give us a call at 800.617.1904 or 480.922.0700 today.

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

Business Traveler Health Precautions: Best Practice Recommendations

Businessman packing a suitcase

With so many concerns about health issues in the news, organizations should share business traveler health precautions with their employees. Employees who travel for work on a regular basis should have health information that pertains to their specific destinations. Those with health insurance coverage should confirm the processes to follow should a need arise while traveling to international locations.

Current Issues That Require Business Traveler Health Precautions

The Centers for Disease Control and Prevention (CDC) publishes a Current Outbreak List with travel notices for international travelers. CDC also maintains a Travelers’ Health Site with a complete list of notices, watches, and warnings that is easy to use and searchable by destination. The Travel Health Notices site is also searchable, and has an extensive amount of information that can be used for business travel health precautions. CDC may note information as:

  • Watch Level 1 (Practice usual precautions)
  • Alert Level 2 (Practice enhanced precautions)
  • Warning Level 3 (Avoid all non-essential travel)

CDC is often on the forefront of infectious disease outbreaks, and over the past two years has responded to over 750 health threats. As a result, CDC is an extremely valuable resource for information that can be used to define business traveler health precautions.

Coronaviruses and COVID-19 in China, Japan, Hong Kong

News media may highlight only a few medical and health issues at one point in time. For example, the recent coronavirus disease, officially named COVID-19, appears to be a new health phenomenon. However, the World Health Organization (WHO) notes that coronaviruses (CoV) are part of a large group of viruses. These types of viruses can cause illnesses such as:

WHO notes several standard recommendations against spreading CoV infections, including:

  • Avoiding contact with others who are coughing and sneezing
  • Covering mouths when coughing
  • Covering noses and mouths when sneezing
  • Frequent washing of hands
  • Thorough preparation and cooking of foods such as eggs and meats

Organizations should share WHO’s standard recommendations against spreading CoV infection as a best practice for business traveler health precautions.

Specific COVID-19 Recommendations

While these standard recommendations will help prevent the spread of CoV infections, WHO has several specific recommendations regarding COVID-19 that should be part of all business traveler health precautions, including:

Upon coughing or sneezing yourself:

  1. Cover nose and mouth to prevent spread of germs and viruses
  2. Discard used tissues immediately into a closed bin
  3. Clean hands with alcohol-based sanitizer or wash hands with soap and water

When around other people:

  1. Keep distance of 3 feet (1 meter) from others
  2. Take notice of those who are sneezing, coughing, or have a fever
  3. Avoid breathing in virus from people who spread droplets when sneezing and coughing

For your personal hygiene:

  1. Avoid touching mucous parts of your body such as nose, mouth, and eyes
  2. Touching these areas may transmit virus from contaminated hands into your body

If you have symptoms (fever, cough, and difficulty breathing) but did not visit China:

  1. Practice basic respiratory hygiene
  2. Practice basic hand hygiene
  3. Remain home until recovery

If you have symptoms (fever, cough, and difficulty breathing) and did visit China yourself, or have been in close proximity to someone who has been to China:

  1. Seek medical care
  2. Tell your doctor and other health care providers your travel history or that of the person you have been in close proximity to

What Should Employers do About Business Traveler Health Precautions?

Employers should share valuable resources with all employees who travel for business reasons. They should also review corporate plans that might need to change due to illness outbreaks. Companies with facilities located in areas impacted by outbreaks should investigate information and prepare for contingencies.

Best practice is to provide a wealth of information and guidance for employees that travel for business purposes. Employers should communicate business traveler health precautions and provide information on processes to follow should health issues arise.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients understand how to plan for business travel and related contingencies. We can help your company understand how to develop business traveler health precautions as part of best practice recommendations in your company’s relocation and business travel programs.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practice recommendations for business traveler health precautions 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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Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Job Market Job Seekers Labor Force Talent Management Talent Mobility

Silver Tsunami: How Aging Workforce May Impact Relocation

Many companies in the United States are facing the effects of a silver tsunami in their workforce. In essence, this term refers to a company’s workforce increasing in age. As a result, older workers are becoming a larger and growing segment of employees. Companies often their leverage relocation program to meet corporate objectives. Therefore, they should examine the possible impact of a silver tsunami as it relates to their workforce.

How the Silver Tsunami may Impact Relocation

Transferees may utilize several elements of a company’s relocation program. Companies experiencing an increase in the age of their workforce could find many of their relocating employees need more or less benefits, depending on their specific circumstances. As the silver tsunami begins to change its workforce, companies should initiate a review of their relocation program to ensure it addresses those elements important to older workers. Many workers want to work after they retire from their main career.

There are three major areas that companies should consider as they review their relocation program:

1. Bridge Employment Opportunities Help Mitigate Silver Tsunami

“Bridge employment” refers to paid employment opportunities for older workers. These workers may be transitioning out of their current career, but are not yet leaving the labor force. As a result, bridge employment may help companies leverage the silver tsunami. Companies should consider designing relocation opportunities for older workers so they can share skills and knowledge in other locations as part of the company’s overall bridge employment strategy. The healthcare industry has seen success through leveraging relocation benefits to attract and retain talented and highly skilled employees.

Opportunities in bridge employment should nurture meaningful work so older workers feel their contributions are making a difference. Older workers report satisfaction in their job and meaning in their activities as the main reasons they remain in the workforce.

2. Flexible Work Arrangements

Companies that offer older workers some flexibility with their work schedules and setup are more successful with talent acquisition and employee retention. Companies examining the structure of work to respond to changes brought by the silver tsunami should be sure to insert flexibility. Many workers identify specific aspects of flexible work as integral to their most desired job, including:

  • Home-based work initiatives
  • Part-time positions
  • Scheduling flexibility
  • Travel opportunities

3. Constructive Relationships

Many employment opportunities provide workers with a chance to interact, support, and engage with their co-workers. Older workers identify constructive work relationships as their top preference for a good quality job.

Companies should examine their workplaces to ensure they meet the conditions necessary to foster constructive work relationships. These conditions include:

  • Creating manager and employee relationships that are strong and built on achieving goals
  • Defining clear and understandable roles and relationships
  • Designing the company’s structure for clear accountability and authority
  • Focusing on social skills to enhance interpersonal relationships
  • Offering work systems and procedures that are effective and productive
  • Setting employee expectations and accountability

What Should Employers do About the Silver Tsunami?

Employers should review hiring plans and work structures to leverage the positive effects of the silver tsunami on their workforce. They should also benchmark their relocation policy to ensure it reflects industry-leading best practices. Companies should understand their industry’s competitive relocation landscape so they can design a policy that will attract highly skilled talent. Transferees that are willing to relocate for a bridge employment opportunity should have a range of relocation benefits. Also, these benefits should be designed to meet their expectations.

Industry Benchmarking Studies Help Employers Compare Their Relocation Program

GMS has recently published several Industry Benchmarking Studies to help employers learn whether their company’s relocation program is designed following industry-specific best practices. There are many benefits to a corporate relocation policy benchmarking. For example, employers can learn how benefits provided for older workers in their relocation program will help them leverage the silver tsunami as it leads to workplace changes.

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. This review will also help your company learn about how the relocation industry is evolving to meet changing employee demands due to the silver tsunami.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to leverage changing workplace dynamics to meet corporate objectives. Our team can help your company design a relocation policy with industry-leading best practices. As a result, your company will attract and retain talented and highly skilled employees that are part of the silver tsunami.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss how the silver tsunami may impact your company’s corporate objectives, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Career Services Job Market Job Seekers Labor Force Talent Management Talent Mobility United States Economy

January 2020 Jobs Report: Where the Jobs Are

Female tourist arriving in hotel, completing documents.

As reported by ADP in their monthly ADP National Employment Report®, the January 2020 jobs report shows strong growth across a number of industry sectors. Total nonfarm private employment grew by 291,000 jobs. This compares to growth of 199,000 jobs the month before in December 2019, and 264,000 jobs the year before in January 2019. In fact, the 291,000 jobs are the highest number recorded in the ADP report over the past year.

Where the Jobs Are: January 2020 Jobs Report

The January 2020 jobs report shows large job gains in several sectors including:

Leisure/Hospitality96,000
Education/Health Services70,000
Professional/Business Services49,000
Construction47,000
Franchise Employment45,100

Leisure/Hospitality Jobs

The January 2020 jobs report shows Leisure/Hospitality as one of the leading industry sectors adding employees. HospitalityOnline is a job search portal listing thousands of jobs for this industry. Jobs listings include:

  • Assistant General Manager
  • Director of Sales & Marketing
  • Event Manager
  • Executive Housekeeper
  • Front Desk Agent
  • Front Desk Supervisor
  • General Manager
  • Gourmet Caterer
  • Guest Room Attendant
  • Night Auditor
  • Restaurant Manager

Within this portal, job seekers can search by job title or category, and by city or zip code. Each job listing  shows information related to the facility and location, including a map to find the destination.

Construction Jobs

Another industry sector in the January 2020 jobs report showing significant employment gains is Construction. iHireConstruction is is a job search portal listing thousands of jobs for this industry. Jobs listings include:

  • Acoustical Carpenter
  • Contract Administrator
  • Division President
  • Drafting
  • Land Acquisition
  • Mechanical Engineer
  • Millwright
  • Project Manager
  • Roofer
  • Welding

A significantly helpful section of this portal is the ability to search by cities. Cities noting as “trending” include Oakland, CA; Chicago, IL; Boston, MA; Durham, NC; and Dallas, TX. Job seekers can also search by the company that is hiring employees.

What Does the January 2020 Jobs Report Mean?

Employers should review the job market and determine how employment gains might impact their company’s growth and expansion plans. Competition for employees may impact hiring plans. However, talent shortages can be mitigated with global relocation. Also, effective recruiting programs can draw new hires with significant skills and experience.

What should Employers do About the January 2020 Jobs Report?

Employers should work with their Relocation Management Company (RMC) to understand the impact of the January 2020 jobs report on their company’s talent acquisition and employee retention initiatives. RMCs can help companies understand how to recruit top talent in tight labor markets.

Industry Benchmarking Studies Help Employers Compare Their Relocation Program

GMS has recently published several Industry Benchmarking Studies to help employers learn whether their company’s relocation program is designed following industry-specific best practices. There are many benefits to a corporate relocation policy benchmarking. For example, employers can learn how their relocation program compares to those offered by competitors in their specific industry.

Companies that compete in any of the growing industry sectors noted in the January 2020 jobs report should review their relocation program to ensure that at a minimum it matches what competitors provide. RMCs may provide specific recommendations to help the company’s relocation program excel in talent acquisition based on specific industry practices.

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. This review will also help your company learn about how the relocation industry is evolving to meet increased employee demands.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company determine how to respond to the January 2020 jobs report. We can help your company ensure its talent acquisition and management program meets industry best practices and is competitive for your local job market.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s relocation program needs as it relates to the January 2020 jobs report. Give our experts 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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Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends Relocation Challenges Talent Mobility

Domestic Short Term Assignments: What You Should Know

Many companies are using domestic short term assignments to strategically respond to corporate growth initiatives. Some business opportunities may only require a limited focus for a specific length of time. Often companies have current employees with knowledge and experience who can effectively contribute in various capacities. The IRS defines a temporary assignment or job as lasting for one year or less.

For example, the healthcare industry increasingly uses domestic short term assignments. These roles help the industry meet the challenge of hiring and keeping talent with high levels of skills. Many of these employees enjoy going to new locations on a regular basis and thrive in the excitement and adventure of domestic short term assignments.

By leveraging its current pool of talent, a company can quickly respond to changing priorities. Also, it can place a greater focus on growth initiatives rather than recruiting for new hires.

What are the Benefits?

Company Benefits of Domestic Short Term Assignments

There are many benefits for companies that can leverage domestic short term assignments. Issues relating to skills, training, and costs can be effectively addressed, often without having to incur significant costs:

  • Easier to Attract Talent Interested in Challenging Assignments
  • Gap in Skills is Effectively Closed as Employee Fills Role and Provides Training
  • Productivity Increases
  • Talent Acquisition Costs are Reduced or Eliminated

Employee Benefits of Domestic Short Term Assignments

An employee who fills a short term assignment also benefits in several ways. Often, the employee gains problem-solving skills and they will increase their ability to communicate across the organization. From a teamwork standpoint, the employee may inspire others to participate in finding solutions:

  • Experience Increases
  • Leadership Potential Rises
  • Morale Increases with Recognition for Assignment and Achievement
  • Network of Mentors and Peers Expands

What Does This Mean?

Companies that offer domestic short term assignments often gain a significant number of benefits. They can respond quickly and effectively to changing business priorities. Additionally, they can save talent acquisition costs and close skills gaps with placement and training.

Employees also gain many benefits by taking these positions. Their skill levels increase, and they can expand their network of mentors and peers in the organization. As a result, their leadership potential rises and their productivity increases.

What Should Employers do About Domestic Short Term Assignments?

Employers with transferees that fill domestic short term assignments should work with a qualified and experienced Relocation Management Company (RMC). Often the company’s relocation policy focuses on benefits and programs for employees and family members moving to a new location.

However, employees that fill domestic short term assignments will need a different range of benefits and support, since they will return to their home after the assignment is complete. They may need assistance with travel, temporary housing options, or transportation solutions while at the new location.

Companies should review their relocation policy to ensure it follows industry best practices for relocation benefits provided to employees who take domestic short term assignments. GMS tailors each client’s program based on specific budgets, needs, and compliance. As a result, clients can offer an industry-leading relocation program designed to fully meet the needs of these employees. This helps ensure successful assignments and increases employee satisfaction.

Industry Benchmarking Studies Help Employers Compare Their Relocation Program

GMS has recently published several Industry Benchmarking Studies to help employers learn whether their company’s relocation program is designed following industry-specific best practices. There are many benefits to a corporate relocation policy benchmarking. For example, employers can learn how benefits provided for domestic short term assignments in their relocation program compare to those offered by competitors in their specific industry.

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. This review will also help your company learn about how the relocation industry is evolving to meet increased employee demands, especially with regard to domestic short term assignments.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients understand how to leverage domestic short term assignments to meet corporate objectives. Our team can help your company design a relocation policy that provides the best experience for employees during their temporary assignments.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss how your company can leverage domestic short term assignments to meet corporate objectives, or give us a call at 800.617.1904 or 480.922.0700 today.

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European Central Bank Urges Banks to Proceed with Relocating UK Workers and Processes

The European Central Bank (ECB) is urging banks in the United Kingdom (UK) to prepare for a possible no-deal Brexit scenario by relocating UK workers and processes to the European Union (EU). Although the ECB believes risks to the overall EU financial stability should be manageable, it still expects banks to develop contingencies for all possibilities.

ECB Areas of Concern

The ECB notes several specific areas of concern that UK banks should address. These areas may present a number of issues that pose significant challenges for the UK banks, such as:

  • Relocating UK workers
  • Developing internal processes and systems
  • Transferring clients
  • Building local risk management capacities
  • Creating local structures of governance
  • Changing capital requirements

Need for Relocating UK Workers due to No-Deal Brexit Scenario

A no-deal Brexit scenario means EU law would no longer apply to the UK. On February 8, 2018, the European Commission Notice to Stakeholders noted several consequences in specific areas, such as:

  1. Authorizations
    1. Authorization to provide banking, payment services, and electronic money issuing will cease
    2. UK entities will need to become authorized in the EU member states they operate in
    3. EU entities with branches in the UK must comply with their operation programs
  2. Arrangements and Exposures
    1. Autonomous risk management and control frameworks
    2. Treatment of exposures to UK third parties
  3. Contracts
    1. Continuity for contract relationships will lose the EU single passport
    2. EU rules on conflicts of law and jurisdictions no longer apply to the UK

UK Banks can Mitigate the Impact of a No-Deal Brexit by Relocating UK Workers

UK banks should be able to mitigate the impact of these consequences if they prepare accordingly. These banks should proceed with relocating UK workers to the EU member states where they have operations. Also, they should examine their internal processes and controls. This will help them ensure the impact of falling out of the EU will not hinder the banking services they provide to clients.

Brexit has already impacted the UK labor market. As a result of the uncertainty, job seekers from the EU have been reducing their search for positions in the UK. These workers may also be a potential resource for new hires and talent acquisition for UK banks relocating processes to the EU.

What Does This Mean?

Banks in the UK that have clients and operations in the EU should accelerate their preparations for a no-deal Brexit scenario. They should consider relocating UK workers to EU member states. Also, they should examine internal processes and controls to ensure proper functionality within the applicable legal and regulatory environments they will operate under in such as a scenario.

GMS’ team of global experts provides analysis and guidance on several relocation industry topics in our White Paper: 2019 Industry Update. With respect to Brexit, companies should identify employees and their family members in the UK and the EU who might face issues related to their:

  • Documents
  • Visas
  • Work Permits
  • Work Authorizations
  • Travel Documents
  • Health Insurance Requirements
  • Living Arrangements

The UK has published several helpful sources of information and Brexit guidance for business. The guidance covers a wide range of topics, from “Importing after Brexit: check what you need to do” to “Prepare to work and operate in the European aviation sector after Brexit.” Companies should be sure to review the UK’s guidance to ensure they prepare accordingly, especially if they will be relocating UK workers.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients manage their need to relocate workers. Our team can help your company understand how a no-deal Brexit scenario may impact your need for relocating UK workers to the EU.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions. GMS relocation industry and technology experts are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in learning more about relocating UK workers to the EU, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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New Los Angeles City Regulations Every Relocating Employee Should Know

Several new Los Angeles city regulations have a direct impact on residents. Some of the most recent regulations cover topics such as short-term rentals (also referred to as “AirBnB”), Accessory Dwelling Units (ADUs), Street Vending, and Ride-share Scooters (“e-scooters”). Companies planning to relocate new hires and transferees to the city should provide information about these regulations. Providing city reports and information including new regulations will help ensure compliance and increase transferee satisfaction.

What are the New Los Angeles City Regulations?

GMS spoke with Erik R. Brown of Douglas Elliman Real Estate, Realtor®, TV host, speaker, and author of “One in a Million: Everything You Need to Know to Find the Best Realtor®.” Erik agreed to share his knowledge of new Los Angeles city regulations that every relocating employee should know.

Several of the new Los Angeles city regulations will directly impact relocating employees. They include changes to temporary and rental housing, sales of food and goods on city streets, and new forms of shared transportation.

1. Short-Term Rentals (AirBnB) Los Angeles City Regulations

This is Los Angeles’ first attempt to regulate the market for short-term rentals. Sometimes referred to as “AirBnB,” (a popular website that lists short-term rentals and allows guests to rent them), hosts who want to arrange for short-term rentals must:

  1. Register their short-term rental with the city’s planning department, at a cost of $89
  2. Provide a code of conduct to guests with rules and regulations regarding noise, sound, and nighttime events

There are several restrictions as to what type of residence can participate in these rentals. Also, time limits apply, and renters cannot participate without permission of their landlord. An option exists for longer home sharing beyond the 120 days in a calendar year, with higher fees and additional requirements for hosts.

2. Accessory Dwelling Units (ADUs) Los Angeles City Regulations

ADUs allow homeowners to apply for a permit to add an accessory use for their main single family residence. The ADU must have a full kitchen and bathroom, as well as:

  1. Be in a property that is zoned R-A, R-1, R-2, R-3, R-4, A-1 or A-2 (or any other zone that allows single-family residences by right)
  2. One single family residence (legal) exists on site
  3. The ADU complies with the development standards of the Los Angeles County Department of Regional Planning Accessory Dwelling Unit (ADU) Ordinance

Homeowners who apply for an ADU must also:

  1. Provide a site plan application to the Los Angeles Department of Regional Planning
  2. Submit copies of the Building Description Blank/Slip from Los Angeles County Assessor’s office
  3. Submit copies of the building permits from the Los Angeles County Building & Safety office

3. Street Vending Los Angeles City Regulations

For several years, small business owners and entrepreneurs have been selling food and products from sites along streets, known as street vending. Most of these activities have not been legal. As a result, those selling could face fines, citations, and confiscation of their equipment.

Following a multi-year effort and spurred by a change in California state law, street vending has now become legal in Los Angeles. Cities are responding by creating licensing and permitting requirements. Santa Monica passed an emergency ordinance establishing its Comprehensive Sidewalk Vending Program in April of this year. Los Angeles created its Sidewalk Vending Permit System in November of 2018. Some street vendors must leave newly created no-vending zones where they have previously set up shop. Also, street vendors must apply for permits to legally operate within the city.

4. Ride-Share Scooters (“e-scooters”) Los Angeles City Regulations

Los Angeles is currently experimenting with e-scooters. These scooters are part of the city’s one-year “Dockless Mobility Program.” The program is the city’s pilot effort to regulate and manage dockless scooters and bicycles.

Los Angeles has over 30,000 scooters that may be part of its pilot program, with around 20,000 total vehicles in deployment. The Los Angeles Department of Transportation is collecting data and working to make operators follow rules, including:

  1. Citywide cap of 3,000 scooters per company
  2. Potential to add 2,500 more scooters if the companies operate in disadvantaged locations
  3. Potential to add 5,000 more scooters if operating in San Fernando Valley disadvantaged communities
  4. Speed limit of 15 mph for all scooters
  5. All companies must carry commercial general liability insurance in the amount of $5 million dollars
  6. Companies must work with local council offices to “geo-fence” scooters to prevent parking in certain areas, if requested

There have been reports of injuries, with data showing the following trends:

  1. Most common injuries are to rider’s heads
  2. Large numbers of riders who receive injuries are minors
  3. Low rate of helmet usage for all riders

What Does This Mean?

Companies operating in Los Angeles with new hires or relocating employees to the city should be aware of new Los Angeles city regulations. These regulations may impact transferees and their family members who relocate to the city.

New hires and employees relocating to Los Angeles should have access to as much information as possible about the destination. Employers should ensure they provide a number of resources to assist transferees relocating to the city who may not be familiar with local laws, rules, and regulations.

What Should Employers do About New Los Angeles City Regulations?

Employers with transferees who are moving to Los Angeles should share the new Los Angeles city regulations. This will help transferees and their family members learn about how the city is addressing issues that may be important to them.

Employers should also provide as much information about Los Angeles as possible. They should work with a qualified and experienced Relocation Management Company (RMC) that can provide a wealth of valuable resources to assist relocating employees and their family members. Destination spotlights that highlight many aspects of Los Angeles are helpful resources to share with transferees during their pre-decision process. Video destination spotlights are an excellent resources to visually show employees and their family members their new location.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients understand how to identify and share valuable information with transferees. Our team can help your company share useful information on new Los Angeles city regulations so transferees to the city will have peace of mind as they go through their relocation process.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

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 on new Los Angeles city regulations to share with your transferees, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Global Mobility Global Relocation Trends Immigration Rules Job Market Job Seekers Labor Force Talent Management Talent Mobility Visas and International Travel

Toronto Tech Talent Ranking Rises to Third Spot

CBRE’s annual “Scoring Tech Talent Report” shows Toronto tech talent ranks at #3 in the top fifty U.S. and Canadian cities for tech workers. The report measures cities based on several criteria, including:

  1. Job Growth
  2. Supply of Talent
  3. Tech Degrees Awarded to Graduates

CBRE is a worldwide leader in real estate services that traces its roots to San Francisco, California, in the year 1906. Over time, the company formed CB Commercial, acquired REI Limited (the international division of Richard Ellis), and continued growing to become CB Richard Ellis, also known as CBRE. CBRE Group, Inc. is the largest commercial real estate services company and investment firm in the world.

Growth in Toronto Tech Talent

Over the past five years, Toronto tech talent rose at the fastest rate of all cites in the ranking. The report notes that 80,100 new tech jobs have been created in Toronto, indicating a 54% rate of increase. The top six tech companies in Toronto are:

  1. Ecobee
  2. Top Hat
  3. Shopify
  4. Ubisoft
  5. Cisco
  6. Oracle

Highlight on Toronto Tech Talent at Ecobee

Ecobee was founded in 2007 and has become a market leader in home automation. Products include smart thermostats that conserve energy and help customers reduce their heating and cooling bills. This market is expected to experience a Compound Annual Growth Rate (CAGR) of 23.1% for the time period 2019-2024.

As a result, the market growth rate will increase demand for Ecobee’s products, in turn creating greater demand for Toronto tech talent. Ecobee currently lists several career opportunities in fields such as product technology, software development, engineering, account management, and technical support. Ecobee products interact with other smart home products such as Amazon’s Alexa. In order to interact with Alexa, Ecobee developers must learn how to connect with the service, or integrate it directly into the company’s products such as the Ecobee4 Smart Thermostat.

Toronto Tech Talent Grows with Canada’s Global Talent Stream

One reason that Toronto tech talent has been able to grow as fast as it has is due to Canada’s Global Talent Stream. This program is part of the nation’s Global Skills Strategy, designed to help companies grow by ensuring a ready pool of qualified talent. Eligible workers can start work in Canada at a faster pace with two-week processing of work permit applications. Global Talent Stream program eligibility requirements for employers include:

Category A

  1. Referral by a Stream Designated Partner
  2. Hiring of talent noted as unique and specialized

Category B

  1. Hiring highly-skilled foreign workers for jobs noted on the Global Talent Occupations List

What Does This Mean?

Canada actively seeks to encourage immigration of highly-skilled foreign workers to the country. The nation believes its future success is highly dependent on welcoming immigrants, as well as ensuring they fully integrate into society. Ontario, where Toronto is located, also focuses on attracting skilled workers to smaller cities and towns throughout the province.

Tech industry companies benefit from the nation’s progressive immigration policies. As a result of these policies, Toronto tech talent will continue to grow. Also, a pool of qualified workers is readily available to support corporate growth initiatives.

What Should Employers do to Leverage Toronto Tech Talent?

Employers in Toronto should review their company’s growth plans and requirements for tech industry jobs. They should also review their talent acquisition and management programs. This will help ensure these programs align with a growing number of highly skilled foreign workers.

Employers outside of Toronto should investigate the services of an International PEO. Relocation Management Companies (RMCs) can provide expert assistance to employers looking to expand their corporate presence in Canada.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your company determine how to benefit from Canada’s focus on increasing Toronto tech talent.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Contact our experts online to discuss your company’s interest in benefiting from the growth of Toronto tech talent, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

Categories
Employee Development Job Market Job Seekers Labor Force Talent Management Talent Mobility

How Can a Company Build an Inclusive Workforce?

Companies need to build an inclusive workforce in order to grow and meet corporate objectives. As of May 2019, there are over 7.3 million job openings in the United States. However, in June 2019, the United States Department of Labor’s Bureau of Labor Statistics reports that the official US unemployment rate is 3.7%. With so many job openings and such a low unemployment rate, companies need to look beyond traditional hiring methods to be successful.

Innovative Ways to Build an Inclusive Workforce

Building an inclusive workforce is not an insurmountable task. Often a company can be successful by expanding its use of various channels to broadcast hiring needs. Social media has risen in prominence as a strong platform for talent recruiting and acquisition.

Alternatively, a company might focus on shaping its cultural values towards an expansive view of its workforce. In turn, the company would benefit in many unique and helpful ways from the skills and experiences of various workforce populations. For example, some employees may be familiar with the countries and cultures of South America. As a result, they may contribute many helpful ideas to companies looking to expand in this region.

Top 5 Ways a Company can Build an Inclusive Workforce

1.Talent Acquisition Programs

Companies should review their talent acquisition program to ensure it is following industry best practices. In order to recruit top talent in a tight labor market, social media has become one of the most widely used platforms for recruitment. In fact, recruiting socially lets companies create an experience so people want to move to join their culture and environment. Companies that focus on creating a positive brand generate more interest among job seekers.

The Society for Human Resource Management’s survey of HR professionals also reports that over 30% of companies are working to leverage smartphones in their recruiting efforts. The divergence of desktop, laptop, tablet, and smartphone usage across regions and demographic groups is striking:

  • Europe maintains consistent use of PCs, laptops, and smartphones
  • Outside of Europe, PC and laptop use is declining
  • Asia leads in smartphone usage versus PCs
  • Tablets are more popular with older users
  • The increase in mobile-friendly applications is turning users away from PCs and consoles

2. Training and Apprenticeship Programs

Many companies have unique needs for specific skills across a variety of jobs. These companies benefit from well-defined training and development programs. Other companies may be in industries where apprenticeship programs are in place to ensure workers become qualified to perform their job, such as a nuclear plant technician.

Countries such as Australia have taken action to ensure funds are made available to train workers in skills and apprenticeships. All of these training and apprenticeship programs can be designed to promote an inclusive workforce.

3. Hire Workers Across Multiple Generations

The recent trend to hire employees with significant experience is continuing to add diversity to the workforce. To build a truly inclusive workforce, companies should examine their job outreach efforts to workers across generations. Baby Boomers in particular have been increasing both in total number of employees and as a percentage of new hires. There are several advantages for companies that hire older workers:

  • Older workers are often better educated than their younger counterparts
  • Today’s generation of older workers are much more health conscious with long life expectancy
  • They have unique insight into the market preferences of their peers
  • Mobile gaming is turning users away from PCs and consoles

4. Workers With Past Issues

Companies that expand their diversity and inclusion initiatives often see significant results. Specifically, research by McKinsey & Company has shown that:

  • Top performing companies exhibit higher diversity on executive teams
  • Diverse leadership teams help create higher financial performance
  • Higher performing companies show higher levels of diversity

Companies can focus on various levels of diversity to build an inclusive workforce. Basic diversity may include age, nationality, gender, and race. However, more expansive and deeper diversity can greatly expand a company’s talent pool. Companies that are truly in tune with their markets may find that it helps them to embrace expansive diversity, such as:

  • Lifestyles
  • Cultural Influences
  • Sexual Orientation
  • Mental/Physical Abilities

Hiring Employees with Past Issues

One additional area that might be considered is hiring employees with a criminal history. 35 US states and over 150 municipalities have enacted “ban-the-box” laws to help promote fair hiring policies. These laws require employers to consider a job candidate’s qualifications first, without consideration of any prior conviction or arrest record. These laws may help prevent discrimination against those with past issues who might otherwise be qualified for the position.

Only upon offering a position can a company inquire about a criminal history or convictions. Also, the mere presence of a record would not automatically disqualify a candidate from a job. As a result, candidates for positions that are not in any way related to their prior conviction may still be eligible for hiring, to prevent discrimination in the workplace.

It is important for companies to always focus on fair hiring practices as they build an inclusive workforce. Also, they should consult with employment law attorneys for guidance to be sure all federal, state, and local laws have been reviewed for compliance. Companies that might benefit from hiring someone with past convictions such as Martha Stewart are able to look past her criminal history and recognize the tremendous value she may be able to contribute.

5. Global Relocation

With talent shortages prevalent across several nations, competition for qualified employees may be fierce. Currently, the financial and business service industries are most at risk due to the extreme talent shortage. Companies that find it difficult to hire and recruit for positions should highlight their relocation program’s benefits in all of their recruiting materials.

The future of finding talent is through global, mobile, and technological means. In fact, employees themselves often seek positions that offer international assignment opportunities. Economic growth in places such as China, the United Arab Emirates, and Canada drives significant demand for talented workers.

What Should Employers do to Build an Inclusive Workforce?

Employers seeking to build an inclusive workforce have several avenues they can pursue. Importantly, companies should examine their culture and plans for future growth to determine how to proceed with their diversity and inclusion initiatives. Corporate expansion plans, mergers and acquisitions, and product development plans should all be considered as potential drivers for inclusive workforce development.

Companies considering relocation for new hires or transferees should review their relocation programs. This will help ensure they have a competitive advantage. Also, it will ensure their program provides the highest level of relocation benefits and services for their employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees throughout the world. Our team can help your company determine how to build an inclusive workforce by leveraging your company’s unique culture, training, and talent acquisition programs.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

New SafeRelo™ COVID-19 Knowledge Portal

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

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

Contact our experts online to discuss your company’s interest in relocation programs that build an inclusive workforce, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Job Market Job Seekers Labor Force Talent Mobility

What are the Fastest Growing Louisiana Jobs?

What are the fastest growing Louisiana jobs? Many job seekers look to find opportunities in regions that experience positive economic growth. Louisiana’s economy appears to be well-positioned for the coming year, according to attendee’s at the Advocate’s 2019 Economic Outlook Summit.

In general, attendees cited the following factors causing favorable headwinds for Louisiana:

  • $90 billion investments by petrochemical and liquefied natural gas firms
  • Lowest electricity rates in the nation
  • Rising home prices and residential inventory
  • Technology industry investments

Recovery from the impact of 2005’s Hurricane Katrina has seen Louisiana rebound with population growth and economic activity. Currently Louisiana and the surrounding region have seen an increasing number of jobs. Also, New Orleans continues to attract business investment, with over $7 billion in recent investment and over 14,000 new jobs.

The Southeast region as a whole continues to experience high economic growth, including Louisiana. Louisiana’s most desirable places to live include cities such as New Orleans, Lafayette, and Metairie.

Fastest Growing Louisiana Jobs

Any list of the fastest growing Louisiana jobs is subject to change, depending on economic factors including industrial production, global trade, and weather patterns (especially for Louisiana). Recent studies show the fastest growth in these Louisiana jobs:

Business Information Jobs

  • Business Analysts
  • Operations Analysts

Information Technology Jobs

  • Website Developers
  • Software Developers
  • Software Engineers

Healthcare and Medical Jobs

  • Personal Care Assistants
  • Physical Therapists
  • Home Health Aides
  • Physical Therapy Aides
  • Veterinary Technicians

Highlight on Industries in New Orleans, Louisiana

The largest industries in New Orleans include:

  • Health Care
  • Energy
  • Transportation and Shipping
  • Film and Television Production
  • Leisure and Hospitality

Types of Fastest Growing Louisiana Jobs

New Orleans has great diversity in its industrial sectors. Louisiana jobs in Health Care, Energy, and Film and Television Production require a wide range of education and experience.

In the energy sector, Entergy Corporation is a Fortune 500 company with headquarters located in New Orleans. Entergy is a fully integrated energy company that produces electric power for distribution throughout the Southern part of the nation. Entergy’s Louisiana jobs in New Orleans include:

  • Transmission Specialist
  • Engineer
  • Auditor
  • IT Analyst
  • Organizational Transformation Analyst

Ochsner Health System is Louisiana’s largest non-profit, academic, healthcare system. Ochsner administers 40 owned, managed, and affiliated hospitals as well as over 100 health and urgent care centers. The organization is also one of the nation’s largest non-university based academic medical centers, offering a significant number of medical education programs. Ochsner’s Louisiana jobs in New Orleans include:

  • Clinical Pharmacist
  • Registered Nurse
  • Physical Therapist
  • Sports Medicine Assistant
  • Social Worker

What Should Louisiana Job Seekers do to Find the Fastest Growing Louisiana Jobs?

Louisiana job seekers should investigate the state for opportunities. A number of resources are available to learn about jobs and careers in Louisiana. Professional networks such as Linkedin provide information on companies and contacts. Job seekers may want to focus on the specific location of New Orleans, and then narrow down their search by industry in New Orleans to specific job type. Job seekers should utilize professional career services to enhance their job search and achieve success in their career objectives.

What Should Employers do to Fill the Fastest Growing Louisiana Jobs?

Louisiana employers should examine their employment needs as economic growth fosters competition for job seekers with requisite skills and training. They should review their relocation program to determine if it benefits their talent acquisition goals and corporate objectives. Employers should work with a Relocation Management Company that has the knowledge and expertise to help them design a relocation that promotes global talent acquisition. Exciting cities such as New Orleans that draw many visitors also need job seekers to fill local employment opportunities in other industries.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers. Our team can help your company determine how to attract prospects looking for Louisiana jobs.

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.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s recruiting, hiring, and relocation program needs for the fastest growing Louisiana jobs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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