Tag: workforce mobility management

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Talent Management Talent Mobility Visas and International Travel

India’s Supreme Court Overturns Colonial-Era Ban on Same-Sex Relationships

Good looking mature Asian Indian businessman with business suit smiling isolated on white background. Portrait of handsome Indian male model.

In September 2018, India’s Supreme Court overturned the country’s colonial-era ban on same-sex relationships. The landmark ruling gave rise to celebrations across India and throughout Southeast Asia. Activists hope the ruling sparks similar reform in other nations. The Supreme Court rule noted that consensual same-sex relationships are not criminal in nature. Also, the Supreme Court noted that people in same-sex relationships in India are to receive all the protections offered in the Constitution of India.

History Behind India’s Supreme Court Ruling on Section 377

British Rule Over India

The law prohibiting same-sex relationships is known as Section 377. As part of the Indian Penal Code (IPC), Section 377 became law in 1861 when India was under British rule. Violations of Section 377 could have resulted in severe punishments. These punishments included the possibility of imprisonment for life, or a term up to 10 years, as well as a monetary fine.

First Challenge to Section 377

The challenge to Section 377 began in July 2009. This is when the Delhi High Court first decriminalized same-sex relationships among consenting adults. The Delhi High Court was hearing Public Interest Litigations (PILs) filed by non-government organizations. One such organization was The NAZ Foundation (India) Trust. NAZ Foundation has been working on sexual health matters in India since 1994.

Setback at the Delhi High Court

However, the Delhi High Court restored Section 377 in 2013 after appeals from several religious and conservative groups. In that decision, the court noted that Parliament, and not the courts, should take up the issue.

New Approach at India’s Supreme Court

Activists regrouped and took a different approach on the issue in 2016. Their new challenge focused on Section 377 as violating their rights to equality and liberty guaranteed under the India Constitution. July 2018’s hearings at India’s Supreme Court on the challenge included arguments that the law was legally inconsistent with other recent court rulings. One such ruling in 2017 guaranteed the constitutional right to privacy.

What does this mean?

With this ruling from India’s Supreme Court, the government in India will no longer be able to use Section 377 to prosecute consenting adults in same-sex relationships. India nationals in same-sex relationships will be accorded all of the India Constitution’s protections. While the ruling did not strike Section 377 from the IPC, the government can no longer use it to prosecute people in consensual same-sex relationships. It is important to note that India’s Supreme Court ruling on Section 377 applies to India nationals. The ruling may not apply to foreigners in India.

What should employers expect?

Employers in India should expect that additional legal challenges and rulings will follow. These challenges may be focused on issues such as marriage and parenting rights. Rulings that alter the current landscape of same-sex relationships may result in future employer obligations. Such obligations might include extension of health care benefits or similar programs. Many companies in India are eager to adopt inclusive policies and have been waiting for India’s Supreme Court to make its ruling on Section 377. As a result of this ruling, companies can now proceed to extend benefits to same-sex partners.

What should employers do?

Employers in India should review India’s Supreme Court rulings to determine how they might proceed with their employment plans. Employers should also be aware that future rulings will likely emerge over the next several years. As a result, these rulings may impact the employer’s ability to accommodate employees in same-sex relationships. Companies that are eager to provide benefits for their employees in same-sex relationships should work to ensure equal and fair treatment for all employees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees across the world. Our team can help your HR teams communicate India’s Supreme Court ruling on Section 377 and its impact on transferees and their family members residing in India.

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

Contact our experts online to discuss your company’s relocation program needs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Employee Development Talent Management Talent Mobility

Fastest Growing Jobs in the USA Can Be Filled Using Relocation Services

Portrait of young software engineers using digital tablet

The fastest growing jobs in the USA are within several industries. Many of these jobs have education, training, certification, or experience requirements for new hires.  Employers seeking to find candidates with the requisite qualifications benefit from using pre-hire assessments in their talent recruiting process. Pre-hire assessment tools may identify viable candidates in other parts of the country, or even outside the USA. Employers can use relocation services to attract viable candidates who might need to relocate for the position.

Fastest Growing Jobs in the USA for 2018

The Occupational Outlook Handbook published by the United States Department of Labor, Bureau of Labor Statistics, lists the fastest growing occupations. According to the Handbook, 20 occupations will experience the highest increase in growth over the time period 2016-26.

Major industries that have the fastest growing jobs include:

  • Renewable Energy
  • Medical
  • Mathematics
  • Information Technology
  • Operations Research

The fastest growing jobs include several within the Medical and Science, Technology, Engineering, and Math (STEM) industries. These jobs often feature the ability to work flexible schedules, or to work on a limited assignment.

In fact, the rise in short term assignments in healthcare has been due in part to the challenge of finding candidates with the requisite qualifications. Many healthcare companies have been able to attract highly qualified candidates who want to travel to new locations on a regular basis with short term assignments.

Often, the fastest growing jobs are also those that have the highest rates of pay. For example, many Information Technology jobs offer exceptionally high salaries. Within Information Technology, jobs may feature data insight or engineering functions, indicating a wide range of opportunity in this industry.

Labor Force Dynamics Reinforce the Fastest Growing Jobs

The USA’s labor force is undergoing changes that create demand for several of the fastest growing jobs. Slower labor force growth means the labor force will continue to increase in age. Workers who are 55 or older are projected to grow to nearly 25% of the entire labor force by 2026. The increasing age of the labor force and the nation’s population means healthcare practitioners, support, and technical occupations will be the fastest growing jobs through 2026. The aging population along with longer life expectancies and growing rates of illness will continue to increase demand for healthcare services, and in turn, healthcare jobs.

Other occupations outside of the Medical and STEM industries that are also on the list of the fastest growing jobs include:

  • Social & Community Service Manager
  • Fundraiser
  • Pile-Driver Operator
  • Market Research Analyst

What Should Employers Expect?

Employers should expect that the fastest growing jobs will lead to greater competition for qualified candidates. Employers should also expect that they may need to expand their talent recruiting programs to search beyond traditional venues, including outside the USA.

What Should Employers Do?

Employers should review their talent recruitment programs to determine if they need to enhance their relocation policy to better focus on attracting new hires to open positions. Employers should ensure their relocation policies reflect industry best practices. In industries experiencing significant growth, employers should review their talent recruitment programs and relocation policies. They should look into enhancements that highlight the organization’s growth and opportunities. They should also review their programs and policies to highlight the potential for the candidate’s future career growth and success.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients with their talent recruitment programs and relocation policy needs. We can help your company understand how to design your relocation policy to reflect industry best practices and highlight your organization’s growth and opportunities to attract new hires.

Learn how your company can benefit from programs and policies that are designed to attract qualified candidates from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Global Relocation Tips Relocation Challenges Visas and International Travel

United States Internal Revenue Service Could Deny or Revoke Over 362,000 Passports

Blue United States of America Passport Isolated on a White Background.

The Fixing America’s Surface Transportation (FAST) Act signed by President Barack Obama on December 4, 2015, includes a provision regarding a United States Passport and delinquent tax debt. This provision requires the Internal Revenue Service (IRS) to collaborate with the State Department. As a result, the IRS may deny or revoke the passport of any US taxpayer with seriously delinquent tax debt.

What is the issue?

The IRS has issued Notice 2018-1 “Revocation, Limitation, or Denial of Passport in Case of Certain Tax Delinquencies” to provide clarification on the issue.

  1. Section 32101(a) of the FAST Act adds new Code Section 7345. This requires the Treasury Department to notify the State Department if a certification is made that an individual has a “seriously delinquent tax debt.”
  2. Code Section 7345(a) provides that if the Treasury Department receives certification by the IRS Commissioner that an individual has a seriously delinquent tax debt, they must send this certification to the State Department for action and may include denial, revocation, or limitation of the taxpayer’s passport.
  3. Under Code Section 7345(b)(1), a “seriously delinquent tax debt” is an unpaid, legally enforceable, and assessed federal tax liability of an individual. The amount must be greater than $50,000, and for which:
    • A notice of federal tax lien is on file under section 6323, and
    • The taxpayer’s right to a hearing under section 6320 exhausts or lapses; or
    • A levy issues under section 6331.

Additionally, Code Section 7345(f) requires the $50,000 amount to adjust for inflation each calendar year beginning after 2016.

What is the need for Code Section 7345?

The basic concept of Code Section 7345 is to increase revenues. Prior to Code Section 7345, a taxpayer who was seriously delinquent on their tax debts faced limited consequences. Often residing outside of the country, such taxpayers had little incentive to pay their tax obligations in a timely manner.

Who does Code Section 7345 affect?

Code Section 7345 affects taxpayers who have seriously delinquent tax debt with no arrangements to settle. An important point to note is that this tax debt does include penalties and interest. A somewhat manageable $20,000 tax debt can quickly grow to over $50,000 when the amount includes penalties and interest. This in turn will trigger the possible passport denial or revocation. As a result, approximately 362,000 Americans could be at risk of losing their passport. Importantly, taxpayers who are in bankruptcy, subject to tax-related identity theft, or are working with the IRS to create a payment plan will not face passport denials or revocations.

What should employers expect?

Employers should expect that their United States citizen employees on assignment outside of the United States either permanently or on temporary basis are subject to Code Section 7345’s requirements. Employees denied a passport renewal or who have their passport revoked will not be able to move between countries.

What should employers do?

Employers who have US citizen employees on permanent or temporary assignment outside of the country should communicate Code Section 7345’s requirements to these employees. The IRS has remedies in place for taxpayers with seriously delinquent debt to prevent the loss of a passport. However, those employees must take action or face the denial of a passport renewal, or revocation of their current passport.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their country-specific employment, visa, and residency requirements. As a result, we can help your company understand how to respond effectively to Code Section 7345’s requirements. Learn how to respond to IRS and State Department passport enforcement issues that may impact US citizen employees on permanent or temporary assignment. Global Mobility Solutions’ relocation industry and technology experts 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.

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Global Relocation Tips Global Relocation Trends Visas and International Travel

India’s Economic Growth Continues and Becomes Sixth-Largest in World, Surpassing France

Mumbai skyline view from Marine Drive in Mumbai, India

According to the World Bank’s data for 2017, India’s economic growth has now pushed the country forward to become the world’s sixth-largest economy. With a 2017 Gross Domestic Product (GDP) of $2.597 trillion, India’s economy surpasses France’s 2017 GDP of $2.582 trillion. India’s economic growth is further enabled by its surplus of highly skilled professional workers. According to the Centre for Economics and Business Research, India is on track to also surpass Britain in 2018, becoming the world’s fifth-largest economy.

Where is the growth in India?

India’s economic growth is accelerating across several sectors of its economy. The growth of India’s population adds further accelerant to its rapidly expanding economic growth. Sectors experiencing the greatest growth rates include:

  • Agriculture
  • Banking and Insurance
  • Business Investment
  • Construction
  • InfoTech Industry
  • Manufacturing
  • Mining
  • Real Estate
  • Retail/Consumer Spending

What does this mean?

As Global Mobility Solutions has previously noted, Korn Ferry’s study “Global Talent Crunch” highlights the skilled talent shortage that is impacting countries and specific industries around the world. This same study, however, notes that India is the only country in the analysis that will maintain a surplus of skilled talent through 2030. India’s economic growth is accompanied by a surplus of skilled talent that will provide the nation with a highly vibrant economy and bright prospects for continued success. The government of India will have more resources to invest in infrastructure improvements. Therefore, the population of India will benefit from plentiful job opportunities throughout the nation, across several industries.

What should employers expect?

Employers should expect India’s economic growth will continue to increase. If they are currently selling to India-based customers, this business should be on track for future expansion. Additionally, India offers good prospects for business investment and joint ventures. Employers should examine their business objectives to see how their company can benefit from India’s continued economic success. Since India also has a significant surplus of highly skilled workers, employers should expect that the country will be a good source for talented workers.

What should employers do?

Employers should review their business objectives and hiring plans related to their projects in India, or that result from sales trade with customers based in India. They should also examine the India government’s policies related to work permits and visas, so they can understand and respond to future growth and investment activities in this country. Employers should review their relocation policy to ensure it is designed to attract transferees and new hires from India’s skilled labor force. They should also examine the work permit and visa guidelines in the countries in which they have business locations that would benefit from relocating India-based transferees and new hires.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment and visa requirements. As a result, we can help your company understand how to gain the most benefit from India’s economic growth and favorable business prospects. 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 or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

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Corporate Relocation Domestic Relocation Global Mobility

Seven Tips to Help Your Company’s New Human Resource Mobility Manager Get Up To Speed

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Strong economic growth helps companies increase sales, meet corporate objectives, and expand their operations. As companies grow, their need for employees with exceptional skills and talent increases. New hires, transferees, and promotions impact all departments, including Human Resources (HR) and the HR Mobility Manager.

However, growing companies cannot easily provide employees with a lot of time for long learning curves. The speed of business, as well as expanding competition, mean new hires, transferees, and employees new to their positions must hit the ground running. Your company’s future depends on a robust, well-functioning, and highly productive talent acquisition program.

Companies with successful talent acquisition programs understand their relocation policies are critically important to attracting and retaining those with the highest level of skills and experience. How can a new HR Mobility Manager get up to speed quickly and efficiently so talent acquisition programs and relocation policies are fully effective?

Global Mobility Solutions’ team of global relocation experts believes these seven tips are the most helpful for new HR Mobility Managers:

1. Set up a meeting with your Relocation Management Company (RMC).

The first thing a new HR Mobility Manager should do is meet with their RMC’s Account Manager and Relocation Coach responsible for servicing their account. The relocation experts servicing their account will have in-depth knowledge of the company’s relocation policies. They will also be able to speak to what is working best for the company, and share helpful recommendations that will benefit the company’s talent acquisition program and relocation policies.

2. Examine past annual reviews and become familiar with reports.

Annual reviews and reports from their RMC provide a quick summary of important measurements, including:

  • Annual Spend
  • Volume of Relocations
  • Relocation Policy Tiers
  • Policy Exceptions
  • Industry Trends

3. Review customer satisfaction ratings.

Every relocation should have input from the transferee as to their level of satisfaction. Ratings may provide insight regarding relocation policy issues; transportation including packing, move, and unloading; and satisfaction with elements of the relocation process such as expense reimbursement processes and community tours. Information should also provide insight into the resolution of any service challenges, which in turn may help guide future relocation policy development.

4. Set up training for the online portal so you can access relocation tools.

Your company’s RMC should have a robust and industry-leading relocation technology solution. The technology should be fully secure, with simple processes and easy to use tools for both employees and transferees. The training should include:

  • How to Initiate a Relocation
  • How Transferees Submit for Reimbursement
  • Viewing Transferee’s Status
  • Running Custom Reports

5. Learn the history of your company’s relocation policy.

Your RMC Account Manager understands the details and nuances of your company’s relocation policy. They can help you understand the history of your policy, including what the most recent revision was, and why the revision was necessary. Your RMC may also have specific policy suggestions that are helpful to your company. They have knowledge about your company and the industry it is in, as well as experience in the relocation industry. They understand what works best for your company’s relocation policy, especially as it relates to your talent acquisition program.

6. Interview your HR Department to learn which improvements should be made to the policy.

Other members of your HR Department may be good sources to learn which improvements are necessary for your company’s relocation policy. They may have experience working with transferees and issues such as policy exceptions. Ask the other employees in your department these questions:

  • What Works?
  • What is Not Working?
  • Is the Relocation Budget Sufficient?
  • Do the Relocation Packages Include Enough Benefits to Draw New Hires?
  • What is the Expense Management Turnaround Time?
  • How Does the Invoicing Process Work?
  • What Other Ideas Would They Suggest?

7. Be sure your RMC shares industry updates and trends on a consistent basis, and consider joining Worldwide ERC.

Your RMC should share industry updates and trends on a consistent basis. As experts in the relocation industry, you should be able to rely on your RMC’s knowledge and experience. Your RMC should help design your company’s relocation policies using best practices to promote successful relocations. Another helpful resource for relocation industry information is Worldwide ERC. Consider joining this leading industry association to gain access to useful information and expand your networking opportunities.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients when new HR Mobility Managers come on board to work with our team. We can help your company’s new HR Mobility Manager get up to speed quickly and efficiently, so talent acquisition programs and relocation policies are fully effective. 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 or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Talent Mobility Visas and International Travel

United Kingdom Creates New Settled Status for European Union Nationals and Family Members

Vector Image of The British Flag

The United Kingdom is creating a new Settled Status for European Union nationals and their family members residing in the UK. This new designation arose from an agreement between the United Kingdom and the European Union. The new Settled Status replaces the current permanent residence status that is granted under EU Law.

Negotiations pertaining to the UK’s exit from the EU, also known as BREXIT, continue on specific matters pertaining to the exit process.

What are the important timeline dates?

The Month of March 2019: The application process will be fully open

March 29, 2019: The United Kingdom exits the European Union

The Timeframe from March 30, 2019 through December 31, 2020: Implementation Period for BREXIT

December 31, 2020: Five Year Residency deadline for EU citizens and immediate family members residing in the UK

June 30, 2021: The deadline for applying for the new Settled Status

Who is eligible to apply for the new Settled Status?

  • All European Union nationals and their qualifying family members (spouses, unmarried and civil partners, children) living in the UK on a continuous basis for five years up to December 31, 2020.
    • NOTE: A fee comparable to the current cost of a UK passport (£80) will apply.
  • All European Union nationals who arrive in the UK prior to the December 31, 2020 deadline, have not met the five year residency rule, but who do want to remain in the UK.
    • NOTE: Must apply for temporary “pre-Settled Status” permission to reside in the UK until they meet the requirements for the new Settled Status.
    • NOTE: A fee comparable to the current cost of a UK passport (£80) will apply.
  • Immediate family members of European Union nationals who arrive in the UK prior to the December 31, 2020 deadline, have not met the five year residency rule, but who do want to remain in the UK—ONLY if the family relationship existed BEFORE December 31, 2020.
    • NOTE: Must apply for temporary “pre-Settled Status” permission to reside in the UK until they meet the requirements for the new Settled Status.
    • NOTE: A fee comparable to the current cost of a UK passport (£80) will apply.
  • Current EU citizens residing in the UK who hold permanent residence status or plan to do so before December 31, 2020 must exchange this document for the new Settled Status in order to continue residing in the UK after the deadline.
    • NOTE: There should be no fee to exchange this document if the EU citizen currently holds permanent residence status.

What is the process to apply for the new Settled Status?

The United Kingdom Home Office will be introducing a new online application process. This new process will eliminate the current requirement to complete an application form and provide several supporting documents. The Home Office notes that the new process will link to relevant government departments. Also, the new process will synchronize records to automatically confirm data such as the applicant’s work history.

Applicants for the new Settled Status, or those applying for temporary permission to reside in the UK until they meet the residency requirements for Settled Status, must prove their identity and nationality. Acceptable documents include a current passport, Identification Card, and a recent photograph. Applicants must also declare any criminal convictions on their records.

When will the new Settled Status application system be in use?

The United Kingdom Home Office is targeting the application system to be fully open by March 2019.

What should employers do?

Companies that have current EU national employees residing in the United Kingdom should review their eligibility under the new Settled Status requirements and plan accordingly. EU national employees and their family members should learn about and understand the UK’s new residency and application requirements if they wish to remain in the United Kingdom.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their country-specific employment, visa, and residency requirements. We can help your company understand how to respond effectively to the United Kingdom’s new Settled Status. Learn how to navigate the changing residency landscape during BREXIT 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.

Request your complimentary Visa Program Assessment

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Choosing a Relocation Company Corporate Relocation Domestic Relocation Global Relocation Relocation Policy Review Relocation Programs

Advantages of an Expedited Bidding Process

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More companies are using an expedited bidding process when it comes to outsourcing their relocation program to a Relocation Management Company (RMC). This fundamental shift in a company’s approach to outsourcing relocation has many benefits, including significant cost and time savings. As the pace of business continues to increase, expedited bidding has proven to be a boon for companies that are looking to enhance the management of their relocation program.

Global Mobility Solutions’ team of global relocation experts benchmarked 48 companies that have utilized this process to determine the reasons why this approach has risen in prominence in today’s relocation market. Our team has identified five distinct reasons for the increased utilization of expedited bidding.

Five Reasons Why Companies Prefer an Expedited Bidding Process:

1. Companies Buy Solutions, Not Parts

Purchasing relocation management is a much different process than sourcing parts or equipment. Companies understand that ensuring the right fit for the right reasons is the most important factor when sourcing employee-facing services.

2. Complimentary Mobility Consulting

Policy reviews, program design and recommendations, and policy development and revisions can easily be part of this process. This also allows companies to evaluate an RMC’s experience, knowledge of the relocation process, and the quality of their consulting work.

3. Faster Relocation Program Implementation With an Expedited Bidding Process

Over 90% of companies that utilize an expedited process are able to complete their implementation within 22 days. The speed of this approach allows companies to achieve immediate efficiencies in their programs.

4. Avoiding Formal Requests

Utilizing an expedited bidding process helps companies avoid the administrative burdens and resource-intensive approach typical of the more formal Requests for Information and Requests for Proposals.

5. Immediate Cost Savings

Competition inherent in this process often results in cost savings. Improved fee structures and reduced direct costs result in up-front savings for the client. Savings allow clients to increase their focus on strategic business initiatives while the RMC manages their relocation program.

What Should Employers do to Utilize an Expedited Bidding Process?

Employers should utilize an expedited bidding process as they consider outsourcing their relocation management. A Relocation Management Company with extensive knowledge of the global relocation market and the experience of moving hundreds of thousands of employees will provide the best resources for expedited bidding processes. An experienced RMC can also easily guide companies through the process and achieve highly successful results.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their relocation programs. We can help your company understand how to gain the most benefits from utilizing an expedited bidding process. Learn how to choose the best Relocation Management Company 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.

Request your complimentary relocation policy review

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Global Relocation Challenges Global Relocation Trends Talent Mobility Visas and International Travel

Japan Issuing New Work Permit to Attract More Foreign Workers

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Japan’s government is planning to issue a new work permit in a bid to increase the number of foreign workers. The initiative will address the country’s severe labor shortage that is impacting several business sectors, especially smaller businesses outside of large metropolitan areas. Japan will also permit the entry of unskilled laborers, who have not previously been able to obtain work permits.

Which business sectors does the new work permit cover?

Japan has at least five severely undermanned business sectors. Agriculture, construction, and nursing care make up the largest share of the labor shortage. Adding to the labor shortages are several 2020 Tokyo Olympic construction projects.

Why does Japan need this initiative?

Currently, many employees in Japan often work extensive overtime hours, to the point of physical and mental exhaustion. Additionally, Japan’s working-age population of people between the ages of 15 and 64 will drop by 15 million between this fiscal year and fiscal 2040.

What does the initiative entail?

There may be two methods for foreign workers to acquire the new work permit:

  1. Foreign workers can complete the Technical Intern Training Program, which lasts up to five years. Participants currently must return home at the end of the program. However, the government wants to let them use their new skills in Japan, so that requirement would change.
  1. Foreign workers can pass an exam on technical and Japanese language skills. Workers will need to be able to hold a basic conversation in Japanese. Some workers may receive approval with less proficiency (for example, workers in the agriculture and construction sectors).

The Japanese government understands that it must ensure foreign workers’ assimilation into the local culture. Language skills for foreign workers will help ensure they can integrate into Japanese society, and the government has sponsored Japanese language classes to assist foreign residents.

Working conditions for foreign workers are another government concern. The government will require that foreign workers be paid the same as Japanese workers, and receive the same fair and equal treatment in the workplace. Japan’s “My Number” tax and social security identification system will be revised to track foreign workers and ensure they are not being forced to put in more work hours than the mandated cap allows.

What should employers expect with this change?

When the government in Japan develops the new work permit and related program features, employers should expect greater access to an available pool of foreign workers entering the country for employment opportunities. Employers should also expect the incoming workers might need assistance with language training and assimilating into the Japanese culture.

What should employers do?

Employers should review their hiring plans for foreign workers in Japan to determine their eligibility with these changes. They should also monitor the Japanese government’s progress on creating the new work permit and related program features to determine timeframes for adding foreign workers, what their organizations need to do, and scheduling future projects.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment and visa requirements. We can help your company understand how to gain the most benefit from Japan’s new work permit. 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 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 Tips Domestic Relocation Trends Global Relocation Global Relocation Tips Household Goods Relocation Best Practices Relocation Management Relocation Programs

What are the Critical Questions to ask a Relocation Management Company?

Business meeting on the train

Many companies approach their relocation program without a full understanding of what questions they should ask of a Relocation Management Company (RMC). Knowing which critical questions to ask is highly important for a company to get a full understanding of how the RMC will manage their relocation program. Missing critical questions can lead to a large gap in expectations and performance. It is in each party’s best interests to be sure the most important questions are asked, and answers returned for review and decision-making.

Global Mobility Solutions’ team of global relocation experts have identified 28 critical questions that they believe companies should ask an RMC. Answers to these questions will provide the company with the most critical knowledge they need in order to make confident and fully informed choices for their relocation program’s design and functionality.

The following five critical questions are representative samples of the types of questions that you should ask an RMC.

Five Representative Critical Questions:

1. What is your service delivery model?

Fully understanding the RMC’s service delivery model is of paramount importance to understanding how the RMC will manage your company’s relocation program. Purchasing relocation management is a much different process than sourcing parts or equipment. Ensuring the right fit for the right reasons is the most important factor when sourcing employee-facing services.

2. Describe your supplier network. Do you own or are obligated to provide business to your suppliers?

It is important to understand if the RMC owns their suppliers, or are in some way obligated to provide business to their suppliers. If this is the case, transferees may not have the ability to choose the provider they want for their relocation process. In some cases, fully qualified suppliers who would provide lower costs might not be able to provide services.

3. How do you ensure competitive pricing from your supplier base?

This is one of the critical questions that will provide great insight into how the RMC operates. In some cases, RMCs will provide for competitive pricing by opening up bidding to multiple suppliers. In other cases, an RMC will try to explain that they can provide competitive pricing by leveraging their own network and spreading costs over a large number of transferee relocations. Be sure you understand what these different responses actually mean. Either the RMC ensures competitive pricing by promoting competitive bidding, or they do not promote competitive bidding.

4. What metrics and service level agreements do you track and report on?

Service level agreements (SLAs) should be a standard part of an RMC’s quality program. Service quality promises might include on time delivery guarantee of household goods, or specific performance guarantees based on transferee ratings. SLAs might cover real estate services, household goods moving, destination services, and financial and reporting services.

5. How do you utilize technology in your approach to relocation management?

RMCs should have technology to complement their service models. Companies, their transferees, and their candidates should expect a seamless relocation experience. Look for RMCs that can provide a superior, proprietary, cross-platform, online relocation management suite. Systems should provide clients and their transferees an array of decision-making, tracking, and expense management tools, with anywhere, anytime access 365 days a year and 24 hours a day.

What should companies do with the answers they receive?

Companies should compare the answers they receive from each RMC to ensure they provide the desired result. Information should be complete, and the answers should be direct and clear without any cause for confusion. Good responses will help the company determine how the RMC will manage their relocation program. Companies should be sure to ask all 28 Critical Questions in order to get the best overall responses.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their relocation programs. We can help your company understand which critical questions to ask of an RMC. These questions will help ensure you address the most critical relocation program points. Learn how to choose the best Relocation Management Company 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.

Download the 28 Critical Questions to ask an RMC when submitting an RFP

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Why Choose Traditional Temporary Housing?

Couple on floor next to moving boxes

With all of the housing options available to you, why should you choose traditional temporary housing provided through a Relocation Management Company (RMC)? Newer providers like online “bnb” websites or rentals offered by owners seem to offer so much more flexibility to meet your travel needs. From studio apartments and lofts in artsy places, to luxurious vacation rentals, the supply of interesting and exotic abodes seems endless. Also, the draw of quick and easy rentals as well as anecdotal stories of great bargains make these places seem irresistible to savvy travelers and transferees alike. With so much to choose from, what could traditional temporary housing offer in comparison?

Before you book yourself and your family into a rental through online providers, look into these four specific areas to be sure the rental meets your full requirements:

1. Security Standards

Do you know if there is a security system at the location? Is the rental’s location in a safe and family-friendly neighborhood? What about the Wi-Fi System? Traditional temporary housing locations receive evaluations on several criteria. Employees must undergo background checks. Building security undergoes an assessment. Even if a rental location is advertised as having good security, or is claimed to be in a safe neighborhood, has this been verified? Do you know if the area changes character depending on the day or hour?

2. Cleanliness

Temporary housing must meet specific cleanliness and quality standards, and undergoes professional cleaning prior to rentals. Is this what you will find through an online rental provider? Travelers often see and remark on the differences in cleanliness standards among hotel chains. Do you know if there are any cleanliness standards at the online provider’s rental unit? Will you have to perform cleaning services yourself? How would you know if surfaces are clean and sanitary? Would you be able to determine if surfaces have simply been wiped down with a single cleaning rag throughout the entire rental unit?

3. Move-in Inspection

Traditional temporary housing provided by an RMC includes a full move-in inspection covering several points. This inspection is to ensure the renters can verify the state of the unit. They also have an opportunity to note any discrepancies within the rental paperwork before moving in to the unit. However, many online rental providers are not onsite to greet renters and may not offer a move-in inspection. As such, renters are often at risk if something is not in working order, missing, or broken, and they are unable to provide proof the item was in that condition prior to their moving in.

4. Maintenance and Emergencies

Traditional temporary housing provided by an RMC includes information and processes for renters to follow should any item require maintenance, or should an emergency arise. Major equipment receives maintenance and service on a regular schedule. However, online rental providers may not provide specific instructions and processes for maintenance. Also, they may not be in a position to assist the renters during emergencies. Major equipment may not be maintained by professionals on a regular basis. Also, there are usually no guarantees in place should the renter determine the unit no longer meets their needs even if major equipment does not work properly.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients find traditional temporary housing that fully meets transferring employees and their family member’s requirements for security, cleanliness, and move-in readiness. As a result, we can help your company find the best temporary housing options for your relocation program. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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